BUREAU  OF  MUNICIPAL  RESEARCH 

423-4  SECOND  NATIONAL  BUILDING 
AKRON.  OHIO 


REPORT  Cl*  STABILIZATION  OP  SALARIES 
AND  GRADES  POR  TEA  CITY  OP  AKRON , NITK 
RECOIuv  KCDATIC:  'S « 


REPORT  CTT  STA1TDAHDI ZATI Oil  OP  SALARIES 
A11D  GRADES  FOR  THE  CITY  CF  aICROIT,  V/ITH 
RECOllIElIDATICITS. 


PREPARED  .AID  SUBMITTED  TO  THE  FIHA1ICE 
CCI1IITTEE  OF  THE  COITIOH  CCU2TCIL 
1TOVEI3EE  12,1917. 


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3 52.. I 

RVlVr 


SCHEDULE  A. 


3 TAITDAKD  SPEC  I r I CAP 
THE  CITY  CP  AITRCl'T 
SALARIES,  DUTIES, 
IPICA TICKS. 


:c:t3  or  peescfal  service  pok 

UCLUDI1IG  STAIIDaKD  TITLES, 
DEPIl'TITICITS , AKD  MINIMUM  Q.UAL- 


I 


* 

'DC 


/!J  ^ r~~ 


BIBLIOGRAPHY. 


New  York.  H.  Y. 

New  York,  N.  Y. 
New  York,  N.  Y. 
State  of  New  York 
Philadelphia,  Pa. 
State  of  Ohio 

Mi  Iwauk e e , W i s . 

Mi lwauk e e , ¥i  s . 


Standard  Specifications  for  Personal  Service, 
prepared  by  the  Bureau  of  Personal  Service, 
April  1917. 

Standardization  of  Public  Employments.  Bureau 
of  Municipal  Research,  November  1915. 

Standardization  of  Public  Employments.  Bureau 
of  Municipal  P.e search,  August  1916. 

first  Report  of  Senate  Committee  on  Civil 
Service.  March  1916. 

Comparative  Salary  Data  prepared  by  Bureau 
of  Municipal  Research,  March  1915. 

Standard  Specifications  for  persons  in  Classi- 
fied Service  of  the  State  of  Ohio.  Civil 
Service  Commission,  January  1917. 

Review  of  Movement  for  Standardization  of 
Public  Employments,  Oct.  1916. 

Classification  and  Standardization  of  Personal 
Service,  July  1917. 


3UKRAU  OF  MUNICIPAL  RESEARCH, 
727  Second  National  Bldg 
Nov.  12,  1917. 


finance  Committee  of  the  Ctamon  Council 
City  Kali,  * 

Akron,  Ohio. 


4, . 


Gentlemen : 

<0 

. x,- . 1_pur3u7'nt  tc  tile  Provisions  of  the  following  reqoinf^« 

on1jA'ua™rX2?r°io??rt.  .A  the  meeting  of  the  Common  Council 
_ , v1  , C"LJ  ~ , -"1'  and  reac  and  referred  to  vour  honors  hi  p 

of .Municipal  Research  undertook  to 

ti6t10"  and  report  a P^n  for  standardizing 
•--'-vie  i-.es  and  grades  m the  city  service. 

?^Gsident  of  Council  is  hereby  authorized 
'°  aP?oint  a committee  of  council  to  in- 
nrr^pS%L"^,and  tc  Council  recommendations  as  to 

3r^«nr?!!f  eqaik'J1 Cle  claries  for  the  various  officers 
"2  :?pJ"ye!  °;  the  Clty  of  Akron,  based  upon  the  nat- 
w J‘  ^ne  vor-‘*  previous  education,  experience,  length 
^vS^iC3/lth  "he  City>  and  suc-h  othe?  matters  as 

.^s,  cons - acred,  m arriving  at  a reasonable 
4-hf\/r  d eqaitaol€  schedule  of  salaries,  and  that 
RpLn!2\0i  said  Ci^r»  and  the  Bureau  of  Municipal 
Ch  be^recipsted  to  cooperate  with  and  assist 
oo.id  commix  ^ee  in  maxing  such  report.11 


for  the  purpose  of  facilitating  the  u 


tha  r&rr»nn*>  i ” ~ ~ i7° ric  °f  Nour  Committee 

23  ] 917 passed  ..he  icllowing  resolution  on  July 

7-+in^ra3i  heretofore,  the  question  of  standardi- 

Co Sal?rics.:la3  tesn  referred  to  the  Finance 
commit  uee  ox  Council, 

rpni^f+!Je ff*  the  Finance  Ccnraittee  of  Council  has 
tfd  "he  a3slstance  of  the  Bureau  of  Municipal 
research,  nov/,  therefore  1 

Be  it  resolved  by  the  Council  of  the  City  of 
Akron ^ state  of  Ohio;  y 

s .That.the  Bureau  of  Municipal  Research 

2f  thpt„Lc"U+forize(^  zo  olatain  from  officers  and  employes 
f"v:  C1^y  ^ne  necessary  information  tc  enable  it  to 

a repor't  on  a standardization  of  salaries  and 
"c"&e.J  paid  by  tne  cit3r." 

rai*i1nA'1AiAfaisah'?n  i^truout  has  been  a cooperative  one. 
tfe  itv  S ‘“  officials  and  employes  from  the  Mayor  of 
stud--  y,; A A*  su??iied  e^ery  facility  tc  the  Bureau  in  its 
A1  e sn0TO  a willingness  to  assist  ir.  brir-M™, 

<JUt  Che  fa=ts  7,hich  were  required  as  a basis,  for  the  study 


Digitized  by  the  Internet  Archive 
in  2016  with  funding  from 

University  of  Illinois  Urbana-Champaign  Alternates 


https://archive.org/details/reportonstandardOOakro 


and  have  given  freely  of  their  time  and  thot  to  the  subject. 
This  cooperative . spirit  is  ?'ell  expressed  in  the  letter  of 
the  Mayor  to  the  heads  of  all  departments  written  under 
date  of  August  28,  1917. 

"To  the  Heads  of  All  Departments: 

In  conf orrncnco  with  the  request  of  the  City  Council 
the  Bureau  of  Municipal  Research  is  about  to  start 
the  study  of  salary  standardization  for  Akron. 

Tc  make  this  study  comprehensive  and  in  detail,  it 
is  essential  that  the  Bureau  have  the  hearty  cooper- 
ation of  the  Department  Heads. 

I am  sending  with  this  letter  forms  to  be  filled  out 
by  each  member  of  your  staff.  This  information 
must  be  in  detail  and  absolutely  in  accordance  with 
facts.  Department  Heads  are  to  read  these  cards  care- 
fully and  approve  them  before  forwarding  to  the  Bureau. 

The  Council  and  myself  would  like  to  have  the  findings 
of  the  Bureau  available  for  the  1918  Budget.  It  is 
therefore'  strongly  urged  that  all  Department  Heads 
see  that  this  work  is  done  promptly. 

Very  truly  yours 

Mayor" 

It  is  to  be  hoped  that  this  willingness  of  the  depart- 
ments to  have  an  unbiased  impartial  study  made  by  an  outside 
organization  and  their  hearty  cooperation  and  approval  of 
those  sections  of  the  report  ‘which  effect  their  department , 
will  strengthen  still  further  the  confidence  of  your  Com- 
mittee, the  Common  Council  and  the  public  in  the  findings 
of  this  report. 

The  Bureau  has  considered  very  carefully  and  conscientious 
ly  the  duties,  qualifications  and  compensation  which  should 
attach  tc  each  of  the  80  or  more  positions  in  the  city 
service  and  has  endeavored  to  be  absolutely  fair,  just  and 
impartial  in  its  recommendations.  In  every  case,  it  has 
endeavored  to  rate  the  position  without  regard  to  the  present 
incumbent . 


This  report  with  its  recommenda-tions  as  submitted  to 
you  herewith  is  based,  therefore,  upon  months  of  intimate 
first  hand  study  and  acquaintance  with  the  7«rork  and  require- 
ments of  each  position-,  in  the  city  service,  and  upon  a 
very  thoro  study  and  analysis  of  the  best  that  has  been 
done  along  this  line  in  other  cities. 


The  very  nature  of  the  report  will  preclude  the 
possibility  of  these  findings  holding  good  for  many  years 
to  come,  as  must  necessarily  be  the  case  in  any  organiza- 
tion which  strives  tc  adapt  itself  to  changing  conditions. 
A re-adjustment  of  the  standards  will  be  necessary  -within 
the  next  three  or  five  years,  but  this  will  be  done  auto- 
matically by  the  Civil  Service  Commission  -when  once  the 
standardization  program  has  been  adopted. 

In  transmitting  the  report,  the  Bureau  of  Municipal 
Research  wishes  to  express  its  appreciation  of  this  oppor- 
tunity for  service  offered  it  by  your  Committee. 


Yours  very  truly 


BUREAU  OF  MUNICIPAL  RESEARCH 


Director 


INTRODUCTION. 


-\ 


SI ZD  AND  IMPORTANCE  OR  THE  PRO BLUR. 

An  examination  of  the  budget  for  1917  shows  that  there 
are  approximately  390  persons  in  the  employ  of  the  City 
of  Akfon,  exclusive  of  the  Library  and  the  Municipal  Uni- 
versity. The  aggregate  annual  salaries  cf  these  persons 
is  about  $-150,000  7/hich  is  40%  of  the  total  budget  of  the 
city  for  operating  purposes. 

It  is  important  from  the  standpoint  of  the  2000  men, 
women  and  children  who  are  directly  dependent  for  their 
bread  and  butter  upon  the  distribution  of  this  $450,000 
each  year  and  also  very  important  from  the  viewpoint  of 
the  150,000  men,  women  and  children  whose  health,  comfort 
and  happiness  depend  upon  the  work  of  their  390  public 
servants,  that  this  expenditure  shall  bring  the  largest 
possible  returns  in  service. 

THE  HUMAN  FACTOR  IN  THE  PROBLEM. 

Every  thotful  employer  recognises  today  that  the 
greatest  business  problem  is  the  human  problem  of  labor 
and  the  wise  handling  of  men.  Ke  knows  that  managing 
employes,  selecting,  assigning,  directing,  supervising 
and  developing  them  i3  the  one  phase  of  management  7/hich 
is  most  difficult  tc  handl e . Private  corporations  have 
created  employment  departments  for  the  purpose  of  select- 
ing and  engaging  employes,  locking  after  their  physical 
health,  tiaining  and  developing  their  natural  abilities 
and  promoting  a spirit  of  cooperation,  contentment  and 
goodwill  thru  varied  welfare  activities,  to  the  end  that 
th$j  standard  of  efficiency  of  the  7/orking  force  may  be 
raised  and  employes  may  render  a 3 nearly  as  possible 
100%  to  their  employers.  The  aim  of  the  modern  corporation 
is  to  be  an  ideal  employer. 

PRESENT  EMPLOYX'iENT  CONDITIONS  IN  THE  CITY  SERVICE , 

The  employment  conditions  in  the  city  service  nowhere 
approach  the  standards  jf^iour  best  privately  conducted 
businesses.  Up  to  the  present  time,  the  salaries  of  the 
employes  cf  the  city  of  Akron  have  not  been  determined . 
scientifically  with  reference  to  the  market  value  of  the 
7/ork  performed.  It  is  a matter  of  current  knowledge  that 
salaries  are  fixed  by  accident,  expediency  or  political 
preference.  Increases  in  salary  have  been  irregular, 
uncertain  and  too  often  7/ithout  regard  to  the  relative 
merits  of  employes. 

The  shortcomings  of  the  present  system  in  Akron 
are  similar  to  those  found  in  every  other  city  7/here  studies 
have  been  made  and  may  be  briefly  summarized  as  follows: 


* 


i 


by  the  Civil  Service  Commission.  In  all  payrolls  or  accounts 
of  salary  and  wages  submitted  to  the  Commission  for  check  and 
certification  as  to  legality  of  employment  and  to  the  Auditor 
and  Treasurer  for  payment,  standard  titles  shall  be  used  to 
designate  the  positions.  No  payrolls  or  accounts  of  salaries 
and  wages  shall  be  authorized  or  paid  by  the  city  Auditor 
unless  they  bear  the  signature  of  the  office  of  the  Civil 
Service  Commission. 

Section  7.  All  entrance  or  promotional  appointments  to 
positions  shall  be  at  the  initial  rate  of  the  grade  except  where 
it  is  provided  in  special  regulations  of  the  specifications 
that  entrance  rates  for  that  purpose  .shall  be  fixed  by  appraisal. 

■ t 

.advancements  7/ it  lain  each  grade  shall  be  made  from  one  rate 
to  the  next  higher  rate  and  shall  be  based  upon  at  least  one 
year  of  satisfactory  service,  except  vrhere  a definite  period 
of  service  is  provided  in  the  specifications  and  such  advance- 
ment may  be  made  without  change  of  duties  or  examination. 

Promotion  from  one  grade  to  the  next  higher  Grade  shall 
involve  a change  of  duties  and  shall  be  made  only  when  a 
vacancy  has  been  created  by  resignation,  transfer,  death 
or  dismissal  or  when  a new  position  shall  have  been  created. 
Promotion  shall  be  made  as  far  as  practicable  after  a 
competitive  examination. 

Section  6.  No  person  holding  a position  in  the  city 
service  tc  which  this  ordinance  applies  and  for  which  a 
definite  salary  or  compensation  has  been  designated  shall 
receive  any  extra  salary  or  compensation  in  addition  to 
that  so  fixed. 

Section  9.  Ail  ordinances  or  parts  of  ordinances  contra- 
vening this  ordinE'.nce  are  hereby  repealed. 

Section  1C.  This  ordinance  shall  take  effect  and  be  in 
force  from  and  after  its  passage  and  publication. 


APPENDIX  "A" 


TENTATIVE  DRAFT  OP  AN  ORDINANCE. 

PROVIDING  FOR  TEE  ADOPTION  OP  STAND a TD  SPECI PI CATIONS  OP  PERSONAL 

SERVICE  IN  TED  CITE  OP  AKRON. 


Section  1.  The  classification  schedules  and  specifications 
of  services,  titles,  duties,  and  compensation  of  employments 
in  the  city  service  as  set  forth  in  the  specifications  for  per- 
sonal service  known  as  Schedule  A which  is  contained  in  the 
report  of  the  Bureau  of  Lluricipal  Research  submitted  under  date 
of  November  12,  1917,  which  Schedule  A is  hereto  attached,  are 
hereby  adopted. 

Section  2.  The  specif icartfons  for  personal  service  will 
apply  in  their  entirety  to  all  positions  in  the  Classified 
Civil  Service  to  be  filled  after  this  ordinance  becomes  effect- 
ive and  shall  be  applied  to  all  present  positions  as  rapidly 
as  the  Civil  Service  Commission  can  regrade  existing  positions 
and  establish  eligible  lists. 

Section  3.  Appropriations  and  payments  of  compensation 
provided  offices  and  employments  in  the  city  service  shall 
be  uniform  for  all  positions  having  substantially  similar  work 
requirements  and  similar  training  and  experience  and  the 
schedules  and  specifications  adopted  in  this  ordinance  shall 
be  the  basis  of  employment  control  in  the  city  service. 

Section  4.  The  Civil  Service  Commission  is  hereby  desig- 
faatddi  as  the  central  agency  for  enforcing  the  provisions  of 
this  ordinance.  It  shall  have  power  to  amend  from  time  to  time 
the  qualifications  and  promotion  requirements  fox  personal 
service  contained  in  Schedule  A.  It  shall  have  power  to 
establish  and  enforce  rules  and  regulations  governing 
time  and  service  records  and  ratings  for  all  employes  in  the 
city  service  which  shall  be  required  as  a basis  for  approving 
and  certifying  payrolls  and  as  a factor  in  granting  promotions 
from  one  grade  tc  another. 

Section  5.  All  departmental  requests  for  new  positions  for 
filling  vacancies  or  for  proposed  changes  in  the  standardization 
specifications  shall  be  sent  directly  to  the  Civil  Service 
Commission  which  shall  promptly  investigate  and  determine 
whether  the  position  is  in  fact  new,  or  whether  the  changes 
are  in  accordance  with  its  rules  and  regulations.  In  case  of 
new  positions,  the  Commission  shall  establish  titles,  duties, 
qualifications  and  rates  of  compensation  and  shall  transmit 
such  requests  to  the  Common  Council  with  its  recommendations . 

Section  6.  In  all  salary  ordinances,  budget  requests, 
reports  of  the  creation  of  new  positions  or  of  changes  in  exist- 
ing positions,  there  shall  be  included  only  those  standard 
titles  adopted  herein  and  included  in  the  specifications  for 
personal  service,  and  such  titles  as  shall  be  approved  hereafter 


I 


a 


S 


•X  A . 


1,  No  equitable  and  logical  basis  for  fixing  com- 
pensation in  relation  ~to  duties  ancPmarket  value  of 
services  has  been  v/orked  out.  Many  inconsi stencies 
in  salaries  exist.  Different  employes  are  paid  differ- 
ent salaries  for  the  same  kind  and  character  of  work. 
Employes  performing  miscellaneous  clerical  work  of 

a standard  which  would  reasonably  require  a compen- 
sation of  from  $700  to  $1200  and  which  should  be 
classified  under  one  standard  title  "Assistant  Clerk" 
are  now  receiving  a variety  of  salary  rates  from  $540 
to  $1500  under  four  different  titles. 

2.  Lack  of  proper  qualifications  and  training  of 
employes  to  perform  the  duties  of  their  positions. 

Many  city  employes  are  unqualified  to  perform  properly 
their  reguxar  duties.  This  is  due  to  the  absence  of 
standard  requirements  for  the  various  positions. 

5.  Lack  of  standards  governing  promotions.  Pr  omo - 
tions  are  based  upon  personal  preference  or  "political 
pull".  Time  records  or  efficiency  records  are  unknown. 
There  are  no  graduated  salary  advances  to  which  a 
conscientious,  efficient  employe  may  reasonably  look 
forward  to  securing  as  a reward  for  faithful  and  effi- 
cient service. 

As  a result  of  such  employment  conditions,  there  exists 
a condition  of  stagnation  and  indifference  in  the  city 
service.  City  service  is  not  attractive  to  the  best  talent 
in  professional  life,  business,  university,  and  schools. 

In  the  case  of  many  positions,  private  employers  do  not 
regard  experience  in  the  city  government  as  a good  recommen- 
dation. Ambitious  young  men  do  not  regard  the  experience 
gained  in  the  cit3r  service  as  valuable  or  profitable  due 
to  the  lack  of  proper  leadership  and  strict  7/orking  stand- 
ards. . The  city  pays  practically  no  attention  to  the  wel- 
fare of  its  employes  after  they  have  obtained  appointments . 

Conditions  Peculiar  to  Akron.  In  addition  to  the  general 
conditions  above  enumerated  which  apply  to  all  cities, 
which  have  not  adopted  standards,  the  situation  is  further 
complicated  in  Akron  by  the  fact  that  the  city  must  com- 
pete with  the  large  rubber  companies  for  employes.  These 
large  companies  carry  on  a nation-wide  advertising  campaign 
for  new  employes,  pay  wages  equal  to  or  better  than  in 
many  lines  of  industry  and  offer  far  greater  opportunities 
for  material  advancement  than  government  employment.  It 
is  imperative  that  the  city  meet  this  competition  by  paying 
sufficiently  high  Wages  to  attract  and  hold  capable  men  and 
by  maintaining  sufficiently  high  standards  of  qualifications 
so  that  it  will  not  be  placed  in  the  position  of  having  to 
employ  men  who  have  not  made  good  with  the  rubber  companies. 
Another  factor  in  the  situation  is  the  lack  of  housing 
facilities  which  makes  living  in  Akron  difficult  and  ex- 
pensive. 


■Til. 


OBJECT  OF  STANDARDIZATION  OF  SALARIES  AND  GRADES. 

The  standardization  of  salaries  and  grades  attempts 
to  accomplish  the  following  purposes: 

1 « Determine  the  duties  of  each  position  in  the 
city  service  and  fix  the  salary  according  to  the  value 
of  this  work  to  the  government.  The  job  and  not  the 
person  is  the  basis  of  measure.  This  is  a matter  of 
justice  and  fair  dealing  to  all  concerned. 

2.  Establish  standard  minimum  requirements  of 
training  and  experience  for  each  position,  which  must 
be  met  by  all  persons  before  they  may  be  eligible 
for  appointment  to  the  position.  This  protects  the 
city  against  the  appointment  of  incompetent  persons 
for  political  or  personal  reasons. 

3,.  .Establish  definite  lines  of  promotion  with 
gradually  increasing  salaries.  This  will  make  muni- 
cipal appointment  more  attractive  to  men  and  women, 
will  afford  better  opportunity  for  advancement  and 
will  make  the  public  service  a rea.1  profession  in 
which  men  and  women  may  enter  and  make  plans  for  the 
.future  with  fair  chances  for  success.  The  standardi- 
zation of  salaries  and  grades  is  an  effort  to  estab- 
lish justice  and  fair  dealing  between  the  city  and 
its  employes.  It  is  a movement  tov/ard  making  the  city 
a model  employer. 

ADVANTAGES  WHICH  WILL  RESULT  FROM  STANDARDIZATION. 

Definite  advantages  will  accrue  to  the  taxpayers  and 
citizens  thru  the  elimination  of  sinecures  and  inequali- 
ties in  payment.  Indirect  advantages  will  result  from 
the  more  businesslike  and  economical  administration  which 
is  possible  where  the  organization  is  composed  of  employes 
especially  chosen  on  account  of  fitness  and  ability  and 
from  the  higher  output  which  is  possible  when  employment 
conditions  are  made  attractive. 

The  plan  will  benefit  the  Common  council  and  city 
officials  who  make  appointments  by  relieving  both  from 
. importunities  of  friends  and  neighbors  to  place  their 
friends  in  city  positions,  or  to  increase  salaries  of 
persons  already  in  the  service  for  personal  reasons. 

It  will  simplify  the  problem  of  fixing  salaries  and  wages 
by  relieving  the  Council  of  these  minor  problems  of 
administration . When  properly  installed  and  operated, 
there  will  be  available  a list  of  qualified  persons  for 
various  city  positions  from  which  selection  may  be  made 
in  case  of  vacancies. 


. 


r. 

. 

■ 

' 


i 


IV. 


The  standard! zation  plan  will  furnish  the  Civil 
Service  Commission  a sound  basis  for  employment  control. 
The  Standard  specifications  of  duties  and  standard  quali- 
fications as  to  training  and  experience  "will  furnish  a 
basis  for  standards  of  examinations  and  for  regulations 
as  to  entrance,  promotion,  transfer  and  control  of  output. 

The  plan  will  benefit  the  employe  by  insuring  uni- 
formity of  pay  for  equal  work,  by  providing  opportunity 
for  advancement  and  by  making  the  city  service  more 
attractive  thru  the  opening  up  of  a real  vocation. 

HO./  THE  STUDY  /AS  MADE. 

The  following  main  steps  were  taken  in  carrying  out 
the  investigation. 

1.  Reports  -.ve re  obtained  from  other  cities  and 
states  which  have  made  standardization  studies  i nd 
stese  were  studied  end  analyzed.  The  most  important 
report  on  the  subject  is  the  New  York  report  on  Stand- 
ard Specif ications  of  Personal  Service,  prepared  by 
the  Bureau  of  Person: 1 Service  in  ^pril  1917.  Other 
valuable  reports  which  were  available  and  used  : re- 
listed in  the  bibliographer  accompanying  this  report 

2.  Requests  were  sent  to  26  selected  cities  in  the 
same  population  group  as  Akron  for  copies  of  their  last 
budget  and  copies  of  th^  rules  anf  regulations  of 

the  Civil  Service  Commission.  Comparative  salary 
data  was  obtained  f. nd  tabulated  from  the  following 
cities;  New  York,  Boston,  Baltimore,  Hartgord,  Bridge- 
port, H'ilwaukce,  Detroit,  Houston,  Richmond,  Kinneapoli  s , 
Yonkers,  Jersey  City,  Los. Angeles,  and  Dayton.  This 
information  was  summarized  in  a thole  giving  the  lowest,, 
highest  and  average  salary  paid  for  each  position  having 
duties  of  similar  nature  and  scope  and  th^  sal;  ry  pea  id 
in  nkron.  This  table-  afforded  one  source  of  information 
in  arriving  at  the  market  value  of  positions  in  the 
city  service.  EXHIBITION  I. 

3.  Information  relative  to  the  duties,  work  and 
requirements  of  each  position  in  the  city  service  was' 
obtained  on  printed  cards  which  were  distributed  to 
ardl  filled  in  by  individual  employes*  These  cards 
were  then  approved  by  the  official  in  charge. 

4.  Thru  the  cooperation  of  private  establishments 
in  Akron,  the  salaries  paid  in  a number  of  industries 
for  positions  similar  to  those  in  the  city  service 

were  obtained.  This  source  afforded  in  some  respects 
the  most  valuable  information  obtainable  for  arriving 
at  the  market  value  of  positions,  since  in  Akron  the 
city  must  caompete  with  the  larte  rubber  manufacturers 
who  carry  on  a nation-wide  advertising  campaign  for  new 
employes. 


f 


V 


5.  Conferences  were  held  with  administrative 
officials,  the  Civil  Service  Commission,  the  Finance 
Committee  of  the  Council  and  every  effort  has  been 
made  to  establish  cooperative  relations. 

On  the  basis  of  the  conclusions  reached  as  a result 
of  the  above  study  and  analysis,  the  Bureau  formulated 
a plan  of  classification  and  standards  as  set  forth  in 
in  the  follo'wing  section  of  this  report. 

CLASSIFICATION tSTAI^RD  SPECIFICATIONS  AND  STANDARD  SALABY: BATES 

The  classification  of  the  personal  service  of  the 
City  of  Akron  has  been  divided  into  two  main  groups, 
namely,  the  Unclassified  Service  and  tif  r Classified 
Service. 

The  Unclassified  Service  comprises  the  following 
positions  which  are  exempt  according  to  the  provisions 
of  section  4S6  of  the  Ohio  Civil  Service  law. 

ELECTIVE  OFFICES. 

President  of  Council  Judge  of  Police  Court 

Counc Ilmen  Justices 

Mayor  Treasurer 

Auditor  Police  Court  Clerl£ 

Solicitor 


APPOINTIVE 
Service  Director 
Safety  Director 
Health  Officer 
Council  Clerk 
Library  Staff 


OFFICES. 

Deputy  Audi  tors (2) 
Asst , Solic itors( 2) 
Sec.  to  Solicitor 
Director  of  Charities 
University  Staff. 


The  Classified  Civil  Service  comprises  the  following 
distinct  groups  of  service.  The  grouping  of  employment 
is  determined  by  the  nature  of  the  duties  performed  -;t 
rather  than  upon  departmental  lines. 


Executive  Service 
Professional  Service 
Investigation  Service 
Inspection  Service 
Institutional  Service 
Cl'erical  Service 
Police 
Fire 

Skilled  labor 
Unskilled  labor. 

Each  service  group  is  divided  into  definite  positions 
Each  position  is  standardized  by  determining  and  fixing 
four  elements. 


VI, 


1.  Standard  Titles 

2.  Standard  Duties 

5.  Standard  Qualifications 
4.  Standard  Rates  of  Compensation. 

S TARDA RD  T I TIES. 


The  titles  have  been  made  descriptive  of  the  duties 
performed  and  each  title  represents  an  employment  suffi- 
ciently distinctive  to  warrant  a civil  service  examination. 
It  is  contemplated  that  a person  may  be  appointed  under 
a given  title  and  be  assigned  to  work  in  several  different 
departments,  as  for  example,  a person  appointed  under  the 
title  of  Assistant  Engineer  may  be  assigned  to  work  either 
in  the  City  Engineer’s  office  of  in  the  Engineering 
Department  of  the  Water  Works. 

STANDARD  DUTIES. 


The  description  of  duties  is  intended  to  indicate 
the  importance  and  responsibility  of  the  position  so  as 
to  clearly  mark  off  the  limits  of  one  position  from 
another  and  is  intended  to  furnish  the  basis  for  fixing 
-he  compensati  on  end  determining  the  scope  of  the  original 
or  promotional  examination  thru  v/hich  the  employe  enters 
the  position.  Examples  of  duties  are  cited  for  illustra- 
tive purposes  only  and  are  not  intended  to  be  exhaustive. 

STANDARD  QUAD  1 ? I C A T 1 0 IT S . 

Under  qualifications  are  specified  the  minimum  stand- 
ards of  ability,  experience  and  training  which  are  necessary 
fer  a person  to  perform  properly  the  duties  specified 
under  the  title.  It  is  the  function  of  the  Civil  Service 
Corn-mission  to  satisfy  itself,  thru  investigation  and 
examinations , that  persons  meet  these  standards. 

STANDARD  RATES  OF  COMPENSATION. 

Under  this  heading  is  given  the  range  of  salaries 
which  will  apply  to  all  incumbents  of  the  position;  the 
minimum  or  maximum  limits  of  salary  ranges  are  given  and 
the  increases  in  salary  which  will  become  effective  from 
year  to  year. 

The  following  schedule  cf  sa.lary  increments  has  been 
adopted  in  the  standard  specifications. 


For 

salul'y 

ranges 

from  $540 

to 

$1200 

annual 

increments 

cf  s?S0 

For 

salary" 

ranges 

from  $1200 

to 

$1300 

annual 

increments 

of  $120 

For 

salary 

ranges 

from  $1800 

to 

$2400 

annual 

increments 

of  $180 

For 

salary 

ranges 

from  $2400 

to 

$3000 

annual 

increments 

of  $240 

For 

salary 

ranges 

afoove$3000 

annual 

increments 

of  v300 

' , VII 


This  policy  of  increasing  the  annual  increment  as  the 
salary  increases  is  in  line  with  the  practice  in  other 
public  and  private  employment. 

For  the  purposes  of  simplifying  the  accounting  and 
auditing  procedure,  standard  rates  divisible  by  24  have 
been  established  since  employes  are  paid  semi-monthly. 

This  7/ill  reduce  to  an  appreciable  degree  the  amount 
of  clerical  v/ork  involved  in  the  preparation  and  checking 
of  payrolls. 

In  granting  salary  increases,  it  is  recommended  that 
they  should  be  based  upon  service  records  which  give 
evidence  of  meritosic.ue  service ; that  the  increase  be  made 
only  in  the  preparation  of  the  annual  budget  in  January 
and  that  no  changes  be  made  in  July;  that  the  length  of 
service  required  at  one  rate  before  advancement  to  the 
next  rate  be  one  year;  that  increases  in  the  lower  grades 
be  more  nearly  automatic  than  in  the  higher  grades  and 
increases  in  the  higher  grades  shall  depend  upon  -special 
service  and  positive  achievement  rather  than  upon  length 
of  merely  satisfactory  service;  that  the  amount  of  money 
available  for  increases  be  determined  largely  by  the  amount 
of  unexpended  balances  in  the  funds  which  accrue  thru 
not  filling  vacant  positions,  eliminating  unnecessary 
positi  ons  or  thru  filling  vacancies  at  the  lowest  rate 
in  each  grade,  which  plan  7/ill  serve  to  encourage  depart- 
ments to  economize. 

RELATION  OF  S TAFDAPD I ZA T I ON  PROGRAM  TO  THE  CIVIL  SERVICE  COMMIS- 
SION. 

There  is  a close  relationship  between  the  work  cf 
the  Common  Council  in  establishing  standard  salaries  and 
grades  and  the  work  of  the  Civil  Service  Commission  in 
applying  these  standards  to  each  individual  employe. 

It  is  the  function  of  the  Common  Council,  the 
legislative  body,  to  create  and  fix  the  compensation  for 
positions  in  the  city  service,  and  it  is  the  function 
of  the  Civil  Service  Commission  to  enforce  the  civil 
service  principles  set  forth  in  the  laws  of  Ohio  as  to 
entrance,  advancement,  transfer  and  retirement.  For 
example,  the  Common  Council  can  fix  the  standard  require- 
ments and  the  standard  compensations  for  each  position 
and  the  Ci\ril  Service  Commission  is  responsible  for  the 
application  of  these  standards  tc  individual  employes. 

The  proper  enforcement  cf  the  Civil  Service  law 
requires  the  services  cf  a.  full  time  clerk  and  certain 
office  equipment  and  supplies  to  carry  on  the  work. 

A minimum  appropriation  of  £>2500  should  be  provided  for 
the  Civil  Service  Commission  in  exercising  employment 
control  over  the  390  employes  in  the  city  service  and  in 
safeguarding  the  expenditure  of  the  ^450,000  annually  spent 
for  personal  service. 


\ 

I 


■ 


) 


V 


VIII 


The  duties  of  the  full  time  clerk  7/ould  comprise  the 
following: 

Adoption  and  enforcement  of  rules  and  regulations 
governing  applications,  examinations,  appointments,  re- 
movals and  transfers. 

Holding  examinations  for  each  position  in  the  city 
service  and  maintaining  an  eligible  list  of  qualified 
persons  for  the  various  positions. 

Devising,  installing  and  exercising  supervision  over 
time  and  efficiency  records  as  a basis  for  checking  up 
the  efficiency  of  each  employe  and  for  checking  and 
certifying  the  semi-monthly  payrolls. 

Preparing  standard  specifications  for  all  new 
positions  for  adoption  by  the  Common  Council  and  the 
Civil  Service  Commission. 

CONSTRUCTIVE  PEC0MBNDATI0N5  AND  NEXT  STEPS. 

The  following  summary  recommendations  and  next 
steps  are  given  which  should  be  taken  by  the  Common 
Council  and  the  Civil  Service  Commission  in  order  to 
make  effective  the  work  which  has  already  been  done  on 
the  standardization  program. 

1.  That  the  schedules  and  specifications  for 
personal  service  included  in  Schedule  A,  of  this 
report  be  adopted  by  the  Common  Council  by  ordinance. 
(Draft  of  the  suggested  ordinance  is  given  in 
Appendix  A of  this  report.) 

2.  That  the  Civil  Service  Commission  adopt  the 
complete  specifications  for  personal  service  as  set 
forth  in  Schedule  A of  this  report. 

3.  That  the  Common  Council  authorize  expenditure  of 
not  less  than  02500  for  the  use  of  the  Civii  Service 
Commission  during  the  year  1918. 

4.  That  the  Civil  Service  Commission  appoint  a full 
time  clerk  to  enforce  the  provisions  of  the  Civil 
Service  law  and  to  draft  a complete  set  of  rules  and 
regulations.  The  Bureau  of  Municipal  Research  hereby 
offers  its  services  to  the  Civil  Service  Commission 

in  preparing  a complete  set  of  rules  and  regulations. 

5.  That  the  Common  Council  designate  the  Civil 
Service  Commission  as  the  central  agency  to  uphold 
the  standardization  program,  develop  the  system  and 
make  such  changes  in  the  schedules  and  specifications 
as  may  be  necessary. 


. 


V 


' 


IX. 


6..  That  the  standard  rates  cf  compensation  shall 
he  applied  in  the  1918  budget  ordinance,  and  in  the 
re-adjustment  of  salaries  of  present  positions  to  con- 
form to  the  nev/  standards,  the  employe,  shall  be  given 
the  next  higher  salary  as  provided  for  in  the  standardi- 
zation schedule. 


1. 


EXECUTIVE  SERVICE. 


SUPERINTENDENT  OE  PUBLIC  WORKS . 


DUTIES 

The  duties  of  the  Superintendent  of  Public  Work3  are  to 
supervise  and  be  responsible  for  the  maintenance  of 
sewers  or  highways,  or  both,  of  the  entire  city, 

QUALIFICATIONS . 

Evidence  of  training,  either  educational  or  practical 
in  specialized  public  7/orks  and  the  ability  to  lay 
out  and  supervise  work  for  a number  of  gangs, 

COMPENSATION 

Range  of  annual  compensation  $1680  to  $2100 

Salary  rates,  $1680,  $1800,  $1920,  $2100. 


SUPERINTENDENT  OE  WATER  WORKS. 

DUTIES  ' 

The  duties  of  Superintendent  of  Water  Works,  which  re- 
quire the  highest  degree  of  executive  ability 
and  technical  training  and  wide  experience  in  water 
works  management,  are  to  assume  responsibility  for 
the  management  of  the  entire  water  works,  including 
pumping,  filtering,  distribution,  metering,  collection 
of  water  rents,  extensions  of  water  works,  etc. 

QUALIFICATIONS. 

Evidence  of  the  completion  of  a technical  course  in  a 

college  or  university  of  recognized  standing  and  wide 
experience  in  water  works  management  or  such  other 
experience  as  the  Civil  Service  Commission  may  require. 

COMPENSATION 

Range  of  annual  compensation  $3000  to  $3900 

Salary  Rate  $3,000,  $3,300,  $3,600,  $3,900 


2 


SUPERINTENDENT  OF  SEWAC-E  AND  GARBAGE  DISPOSAL. 


DUTIES 

The  duties  of  Superintendent  of  Garbage  and  Sewage,  which 
require  executive  ability,  are  to  be  responsible  for 
the  operation  of  sewage  disposal  plant  and  to  super- 
vise and  direct  the  work  of  employes  at  the  'sewage 
disposal  plant.  They  also  embrace  the  weighing  and 
checking  of  garbage  collection  and  the  investigation 
of  garbage  complaints. 

QUALIFICATIONS 

Knowledge  and  training  in  the  supervision  of  the  se?/age 
disposal  plant  and  garbage  reduction,  or  such  other 
qualifications  as  the  Civil  Service  Commission  may 
require. 

COMPENSATION 

Range  of  annual  compensation  $1680  to  $2100 

Salary  rates  $1680,  $1800,  $1920,  $2100. 


SUPERIN TENDSNT  OP  STREET  CLEANING. 

DUTIES 

2he  duties  of  Superintendent  of  Streets  are  to  be  respon- 
sible for  the  regular  operations  of  the  street  clean- 
ing department  including  the  supervision,  inspection 
and  reporting  of  the  work  of  cleaning  streets,  the 
operation,  collection , removal  and  dumping  of  dirt, 
refuse  or  snow,  the  removal  of  incumbrances  from  the 
streets  and  the  inspection  and  care  of  property  be- 
longing to  the  department  and  for  the  inspection  of 
the  department  forces  in  routine  or  special  operations 
carried  on  by  the  department. 

QUALIFICATIONS . 

Evidence  of  at  least  five  years  experience  in  street  clean 
ing  and  street  sanitation  and  evidence  of  ability  to 
organize  and  handle  large  numbers  of  men,  or  such 
other  qualifications  as  the  Civil  Service  ^Commission 
may  require. 

COMPENSATION 

Range  of  annual  compensation  $1500  to  $2100. 

Salary  rates  $1500,  $1620,  $1740,  $1920,  $2100. 


PROFESSIONAL  SERVICE 


3 


CHEMICAL  GROUP. 

BACTERIOLOGIST. 

DUTIES 

The  duties  of  the  encumbents  of  these  positions  are  to 
examine  various  body  exudates  and  cultures  of  the 
same  for  the  presence  of  disease  germs;  to  be  responsible 
for  bacteriological  examinations;  to  independently 
perform  research  work  and  to  make  new  culture  media. 

Examples. 


Making  chemical  and  bacteriological  examinations  of 
milk,  water,  etc. 

Examining  specimens  of  sputum,  diphtheria  cultures , etc . 
Producing  toxins,  anti-toxins  and  vaccines. 

QUALIFICATIONS. 

AA medical  degree  granted  at  the  completion  of  a standard 
course  of  instruction  in  a medical  school  q*r  univer- 
sity of  recognized  standing;  or  completion  of  the 
course  in  bacteriology  cr  chemistry  in  a college  or 
university  of  recognized  standing.  Experience  in  a 
bactericlogic  cr  biological  laboratory. 

COMPENSATION 

Range  of  annual  compensation  £>1800  to  £>2700 

Salary  rates,  $1800,  $1980,  $2150,  $2340,  $2520,  $2700. 


ASSISTANT  CHEMIST. 


DUTIES 


The  duties  of  the  Chemist  are  making  chemical  and 

bacteriological  analysis  and  doing  research  work  under 
supervision. 

Examples 

Taking  charge  of  the  analyses  cf  asphalt,  milk,  water , etc. 
Making  media  for  water  tests. 

Microscopic  tests  of  samples  of  water,  etc. 

Chemical  and  bactericlogic  examinations  of  water. 


4 


QUALIFICATIONS 

A degree  in  science  granted  for  a standard  course  in 

chemistry  or  physics  in  a college  or  university  of 
recognized  standing  or  proof  of  other  training, 
equivalent  in  the  opinion  of  the  Civil  Service 
Commission  to  the  above . Not  less  than  one  years 
appropriate  experience  in  a chemical  or  physical  lab 
oratory. 

COMPENSATION 

Range  of  annual  compensation  01500  to  02100. 

Salary  rates  01500,  01620,  01740,  01920,  02100. 


CHEMIST. 

DUTIES 

The  duties  of  Chemists  are  to  supervise  and  direct  the 
*r/o rk  of  Assistant  Chemists  and  of  other  assistants 
and  to  initiate  and  carry  out  chemical  and  physical 
research  work. 

These  positions  require  a high  decree  of  skill  and  judg- 
ment in  chemistry  and  physics  and  adminis  trative 
ability. 


Examples 


■Supervising  the  ?/ork  of  the  entire  force  in  a labor- 
atory. 


QUALIFICATIONS 


Minimum  as  prescribed  for  Assistant  Chemist.  If  by 
promotion,  not  loss  than  two  years  as  Assistant 
Chemist  and  if  by  open  competitive  examination,  not 
less  than  three  years  experience  in  conducting 
chemical  or  physical  laboratory. 


COMPENSATION 


Range  of  annual  compensation  .*1)2160  to  $2700. 
Salary  rates,  $2160,  $2340,  1)2520,  $2700. 


5 


DUTIES 


Bli'jG  1 1 IEEF:  I VTG  GROUP . 

ERG I PEER I DO  ASS I START 3 . 


The  duties 
vision 
office 


of  these  positions  are 
elementary  engineering 
and  simple  engineering 


to  perform  under 
■Arork  in  field  or 
computations. 


super' 


Examples 


Using  surveying,  measuring  and  drafting, 
^nspeoting  or  investigating  ena'’neev>i'^''- 
supervision.  ~ ’ ~ * ° 


instruments . 
work  under 


QUALIFICATION'S . 


Graduation  from  a college  or  university  or  proof  of 
urainihg  wnich  the  Civil  Service  Commission  may 
its  equivalent.  ‘ J 


ether 

deem 


COMPENSATION 


Range  of  annual  compensation,  £780  to 
Salary  rates,  £780,  £840,  £900,  £960, 


£1020. 

£1020. 


DUTIES 


JUNIOR  ENGINEER. 


The 


duties  of  a Junior  Engineer,  which  may  or  may  net  be 
supervisory  in  character,  are  to  execute , definite 
msorucbions  m a minor  division  of  work  in  a field 
or  office. 


Example g 


Designing  plans  under  supervision. 

Preparing  general  or  working  drawings. 

Inspecting  engineering  -work  and  materials, 
maxing  computations  and  compiling  data  for  repeats 
and  cost  records. 

Directing  field  party  on  surveys. 

Maxing  ± inal  inspections  on  public  -work. 


QUALIFICATIONS. 


The  minimum  of  engineering  assistants.  If  by  promotion, 

A V tiTO  year3  experience  as  engineering  assistant, 
* °Pen  competitive  examination,  not  less  than  3 
years  experience  along  engineering  lines. 

COMPENSATION 


Range  of  annual  compensation,  £1140  to  81680. 

Salary  rates  4*1140,  §1200,  61320,  £1440,  §1060,  §1680. 


6 


ASSISTANT  ENGINEER. 


DUTIES 

The  duties  of  an  Assistant  Engineer  are  to  assume  respon- 
sibility in  making  studies  and  computations  necessary 
to  the  preparation  of  plans,  designs,  specifications 
and  contracts  and  supervising  or  inspecting  construction 
work  of  an  important  nature,  or  to  make  engineering 
investigations  for  executive  action. 

Examples 

Independently  designing  and  preparing  plans  for  im- 
portant 7/0  rk. 

Supervising  a large  squad  or  division,  and  preparing 
plans,  estimates,  easement  lists  and  specifications. 
Supervising  engineering  lists  for  plans  and  specifi- 
cations for  public  work. 

Assuming  responsible  charge  of  the  construction, 
maintenance  or  report  of  sewers,  conduits  or  high- 
ways . 

Assuming  responsible  charge  of  topographical  or  sub- 
surface surveys. 

Assuming  responsible  charge  of  street  lay-outs  and 
grad  e s . 

Making  independent  engineering  investigations  and 
reports  relating  to  sewer  construction,  garbage 
and  sewage  disposal. 

Making  drainage  plans  and  street  opening  proceedings. 
Making  engineering  inspections,  investigations,  esti- 
mates and  reports  for  city  improvements,  including 
requests  for  appropriation  of  public  funds,  approval 
of  contracts,  plans  and  specifications  for  modifica- 
tions of  contemplated  improvements  for  7/ork  under 
construction  or  completed. 

Making  engineering  investigations  incident  to  the 
preparation  for  standard  specifications  for  work, 
supplies,  materials,  equipment  and  methods. 

QUALIFICATIONS. 

Minimum  as  prescribed  for  Junior  Engineer.  If  by  promo- 
tion, not  less  than  two  years  as  Junior  Engineer  or 
draftsman.  If  by  open  competitive  examination,  not 
less  than  three  years  experience  in  responsible  charge 
of  7/ork. 


COMPENSATION. 

Bange  of  annual  compensation  $1600  to  $2700. 

Salary  rates,  $1800,  $1980,  ^2160,  $2340,  $2520,  $2700. 


7 


BHOmjK. 


DUTIES 

The  duties  of  an  engineer,  which  require  the  highest  order 
of  executive  ability,  are  to  assume  responsibility 
for  a large  and  important  engineering  department  and 
to  give  independent  expert  or  critical  engineering 
advice  of  a high  order  for  executive  action  incident 
to  7/0 rk  of  this  scope. 


Examples . 


Supervising  a large  bureau  of  design. 

Supervising  the  operation  of  a combination  of  the 
distribution  pump  or  water  shed  functions  for  the 
entire  city. 

Supervising  the  constructing,  maintenance  or  repair  of 
sewers,  conduits,  hi'ghways,  bridges,  water  mains, aque- 

• duct ,7^:  , reservoirs,  viaducts,  public  buildings, 
r e tain i ng  7/al Is,  etc. 

Supervising  or  making  independently  the  most  important 
engineering  investigations,  inspections,  estimates 
and  reports  for  city  improvements,  including  re- 
quests for  appropriations  of  public  funds,  approval 
of  plans,  contracts,  specifications  or  modifications , 
adjustments  of  claims  or  audits  on  work  contemplated, 
under  construction  or  completed. 

Supervising  engineering  investigations  in  the  prepara- 
tions of  standard  specifications  for  work,  salaries, 
supplies,  equipment,  materials  or  methods. 


QUALIFICATIONS . 


The  minimum  as  prescribed  for  Assistant  Engineer.  If  by 
promotion,  at  least  two  years  experience  as  Assistant 
Engineer.  If  by  open  competitive  examination,  at 
least  five  years  experience  in  general  or  specified 
engineering  at  least  three  years  of  which  must  have 
been  in  the  executive  capacity. 


COMPENSATION. 

Range  of  annual  compensation  $3000,  to  $3900 
Salary  rates  $3000,  $3300,  $3600,  $3900. 


8 


DBAffTSIIA.1T. 

DUTIES 

The  duties  off  Draftsman,  which  require  ability  to  lay  out 
work  or  to  perform  specialized  drafting  work  are  to 
make  technical  computations  and  to  figure  approximate 
costs. 


Examples  . 

Preparing  general  working  drawings  or  maps. 

Making  computations  and  compiling  data 
Preparing  contract  drawings 

Figuring  monthly  and  final  estimates  from  field  notes. 
Calculating  assessments  for  improvements. 

QUALIFICATIONS. 

Proof  of  the  completion  of  a course  in  drafting  and  de- 
signing or  such  equivalent  qualifications  as  the 
Civil  Service  Commission  may  accept. 

COMPENSATION 

Range  of  annual  compensation  $1200  to  $1800. 

Salary  rates  $1200,  $1520,  $1440,  $1560,  $1680,  $1800. 


INSTRUMENT  NAN. 

DUTIES 

The  duties  of  Instrument  Man,  which  may  involve  the 

supervision  of  other  employes,  are  to  use  and  adjust 
surveying  and  other  engineering  instruments  and 
logori thmetic  and  mathematical  tables  and  to  make 
advanced  mathematical  computations. 

Examples. 

Take  charge  of  a field  party  on  survey,  construction 
or  repair  work. 

Preparing  sketches. 

Making  computations  and  compiling  data  for  reports 
and  cost  records. 

Adjusting  surveying  instruments 
Keeping  and  checking  survey  notes 
Supervising  platting  of  survey  notes. 

QUALIFICATIONS 

Training  and  experience  in  field  work  and  the  use  of  sur- 
veying and  engineering  instruments  or  such  other  ex- 
perience as  the  Civil  Service  Commission  may  deem 
its  equivalent. 

COMPENSATION 

Range  of  annual  compensation  $1200,  to  $1800 

Salary  rates  $1200,  $1520,  $1440,  $1560,  $1680,  $1800. 


9 


NURSE  GROUP . 


NURSE 

FIELD  NURSE. 

DUTIES 

NURSE 

The  duties  of  Nurses  are  to  perform  under  supervision 
routine  nursing  in  hospitals  or  to  supervise  and  be 
responsible  for  the  nursing  work  in  a-.-horpi tal 
ward  by  other  assistants. 

FIELD  NURSE 

The  duties  of  a Field  Nurse  are  to  perform  under 

supervision  such  definite  details  of  field  nursing 
as  may  be  required  in  the  investigating,  reporting, 
preventing  and  caring  for  disease  or  conditions 
unfavorable  to  the  health  of  individuals  or 
communities. 

Examples 

Instructing  parents  or  others  in  the  nursing  of  the 
sick. 

Assisting  and  instructing  prospective  mothers  as  to 
the  care  of  the  child  and  as  to  circumstances 
and  conditions  attending  the  bird  of  the  child. 
Supervising  the  health  of  school  children  and  visit 
ing  the  homes  of  parents  to  secure  treatment  for 
• 'hildren  requiring  treatment  or  care. 
Investigating  and  reporting  cases  of  communicable 
disease. 

Visiting  the  homes  of  the  sick  to  provide  nursing 
care  cr  to  assist  in  their  social  betterment. 


QUALIFICATIONS. 

Certificate  of  licensee  to  practice  as  registered  nurse 
issued  by  the  Board  cf  Examiners  of  the  State  of 
Ohi  o . 

COMPENSATION 

1-UvUtfe  of  annual  compensation , ','900  to  pl080. 

Salary  Rates,  ,;90C,  0930,  plQ20,  pi 060. 


: 


' . 

. 


10 


SENIOR  FIELD  NURSE 
CHIEF  OF  NURSES. 


DUTIES 


SENIOR  FIELD  NURSE 

The  duties  of  Senior  Field  Nurse  are  to  supervise  the 
field  nurses  or  social  service  v/qrk  of  a group  of 
nurses  or  to  make  special  investigations  requiring 
a high  degree  of  skill  and  experience  in  the  treat- 
ment of  the  3ick  and  prevention  of  disease. 

Examples. 

In  charge  of  a group  of  nurses  engaged  in  field  nursing, 
taking  special  investigations  of  the  -work  of  other 
nur  s e s in  the  d e pa r tme nt . 


DUTIES 
CHIEF  NURSE 


The  duties  of  Chief  Nurse  are  to  supervise  and  be  respon- 
sible for  the  work  of  a small  group  of  -wards  in  a 
hospital  or  to  direct  the  training  of  a group  of 
pupil  nurses. 

Examples 

In  charge  of  nurses  in  a group  of  medical  or  surgical 
wards. 

In  charge  of  nurses  in  an  operating  room 
Acting  as  special  instructor  to  probationers  and 
public  nurses  in  practical  and  theoretical  nursing 
and  related  subjects. 

QUALIFICATIONS 

The  minimum  required  for  nurses  and  field  nurses.  If 
by  promotion,  not  less  than  two  years  experience  as 
nurse  or  field  nurse.  If  by  open  competitive 
examination,  not  less  than  three  years  experience  in 
field  or  general  nursing. 


COMPENSATION. 

Range  cf  annual  compensation  $1140  to  $1440. 
Salary  rates  $1140,  $1200,  $1320,  $1440. 


I 


11 


DIRECTOR  OF  FIELD  NURSES. 


DUTIES 

The  duties  of  the  Director  of  Field  Nurses  7/hich 
require  a high  degree  of  executive  ability  and 
broad  experience  in  field  nursing  are'  to  direct 
and  be  responsible  for  the  nursing  work  of 
field  nurses  of  the  entire  city, 

QUALIFICATIONS . 

Minimum  qualifications  of  Senior  Field  Nurse.  If  by 
promotion,  at  least  two  years  as  Senior  Field 
Nurse,  or  Chief  ^Nurse  and  if  by  open  competitive 
examination,  not  less  than  five  years  experience 
in  field  nursing,  at  least  two  of  which  must  have 
been  in  the  executive  capacity,  or  experience  equi 
valent  thereto  in  the  opinion  of  the  Civil  Service 
Commission. 

COMPENSATION. 

Range  of  annual  compensation,  £>1500  to  $ 2100.  ■ 

Salary  rates,  $1500,  $1620,  $1740,  $1860,  $1980,  $2100 


12 


MEDICAL  GROUP. 

EPIDEMIOLOGIST. 

DUTIES 

The  duties  of  Epidemiologist,  7:hich  require  a high  degree 
of  medical  training  and  much  experience  and  ability 
in  the  treatment  of  communicable  diseases,  are  to 
assume  responsibility  under  the  Health  Officer  for 
the  detection  and  prevention  of  communicable  diseases 
and  to  make  examinations  and  diagnoses  of  communicable 
cases,  and  to  be  responsible  for  the  operation  of  the 
Division  of  Communicable  Disease. 


QUALIFICATIONS. 


A degree  in  medicine  from  a medical  school  or  university 
of  recognized  standing.  Special  training  and  exper- 
ience in  the  detection,  treatment  and  prevention  of 
communicable  diseases. 


COMPENSATION 


Range  of  annual  compensation  $2100  to  $3000. 
Salary  rates,  $2100,  $2200,  $2460,  $2700,  $3000. 


PHYSICIAN  (FIELD) 

DUTIES 

The  duties  of  Physicians  (Field)  are  to  be  responsible 
for  the  medical  examination  and  treatment  of  school 
children  or  of  applicants  of  positions  to  city  in- 
stitutions or  to  investigate,  recognize,  report, 
prevent  or  cure  diseases  or  conditions  unfavorable  to 
the  health  of  individuals  or  communities. 

QUALIFICATIONS 

Evidence  of  graduation  from  a medical  school  or  university 
of  recognized  standing  and  a certificate  to  practice 
medicine  in  the  Stave  of  Ohio.  Not  less  than  one  year 
in  private  practice  or  as  hospital  interne. 

COMPENSATION 

Range  of  annual  compensation  $1800  to  $2700. 

Salary  rates  $1800,  $1980,  $2150,  $2340,  $2500,  $2700. 


13 


INVESTIGATIONAL  SERVICE. 


SOCIAL  INVESTIGATOR. 


DUTIES 

The  duties  of  Social  Investigator  are  to  ascertain  and 
report  facts  regarding  the  economic  and  social  con- 
dition of  persons  receiving  or  applying  for  institu- 
tional or  other  relief  from  the  city,  to  suggest 
remedial  measures  and  to  take  such  action  toward 
relief  as.  may  "be  directed  by  a superior  or  determined 
by  rules  or  general  instruction. 

QUALIFICATION 

Experience  in  investigational  work  for  public  or  private 
charitable  instructions  or  experience  which  the  Civil 
Service  Commission  may  deem  its  equivalent. 

COMPENSATION. 

Range  of  annual  compensation  $900  to  $1200 

Salary  Rate  $900,  $360,  $1020,  $1140,  $1200. 


14 


INSPECTIONAL  SERVICE. 

ASST.  BUILDING  INSPECTOR 

ASST.  BUILDING  INSPECTOR, PLUMBING  &SSAN. 

ASST.  BUILDING  INSPECTOR, ELECTRICAL. 

DUTIES 

ASSTv.’  BUILDING  INSPECTOR. 

The  duties  of  Assistant  Building  Inspector  are  to  investi- 
gate and  report  on  construction,  maintenance  and 
alteration  of  buildings,  to  make  surveys  of  old  build* 
ings  thot  to  be  unsafe,  to  inspect  and  report  on 
places  Of  public  assemblage,  theatres,  amusement 
devices,  etc.,  as  to  their  fitness  to  bemused. 

ASSISTANT  BUILDING  INSPECTOR, (PLUMBING  AND  SANITATION). 

The  duties  of  Assistant  Building  Inspector  (Plumbing  and 
Sanitation)  are  to  inspect  and  report  on  plumbing  and 
general  sanitation  a3  to  their  compliance  with  the 
provisions  of  the  plumbing  code  and  the  established 
principles  of  public  health,  and  to  make  tests  of 
plumbing,  drainage  and  gas  systems. 

..Sc I SCANT  BUILDING  INSPECTOR  (ELECTRICAL) 

The  duties  of  Assistant  Building  Inspector  (Electrical) 
are  to  inspect  electrical  installations  in  buildings 
in  order  to  insure  compliance  with  the  electrical  code 

i 

QUALIFICATIONS 

ASSISTANT  BUILDING  INSPECTOR 

Not  less  than  three  years  experience  as  mason,  carpenter, 
plumber,  iren  worker  or  plasterer. 

ASSISTANT  BUILDING  INSPECTOR  (PLUMBING  AND  SANITATION ) 

Not  less  than  three  years  experience  as  journeyman  plumber 
and  a license  issued  by  the  examining  board  of  plumbers 
to  work  as  a plumber 


ASSISTANT  BUILDING  INSPECTOR  (ELECTRICAL) 

Not  less  than  three  years  experience  as  electrician. 


COMPENSATION 

Range  of  annual  compensation  $1200  to  $1440 
Salary  rates,  $1200,  $1320,  $1440. 


A 


15. 


BUILDING  12IS  LECTOR 

BUILDING  INSPECTOR  (PLUMBING-  AND  SANITATION) 
BUILDING  INSPECTOR  (ELECTRICAL) 


DUTIES 

The  duties;  of  these  positions  are  to  supervise  the  work  of 
Asai.  Building  Inspectors,  Building  Inspectors , Plumbing 
and  Sanitation; ' and  Building  Inspectors,  Electrical, 
and  to  perform  independently  the  most  difficult  and 
responsible  technical  inspections. 

QUALIFICATIONS 

The  minimum  of  Assistant  Building  Inspector,  Assistant 
Building  Inspector (Plumbing  and  Sanitation),  or 
Assistant  Building  Inspector  (Electrical).  If  by 
promotion,  not  less  than  two  years  as  Assistant 
Building  Inspector.  Assistant  Building  Inspector (Plumb- 
ing and  Sanitation)  or  Assistant  Building  Inspector 
(Electrical).  If  by  open  competitive  examination, 
not  less  than  three  years  in  similar  work  or  its 
equivalent  in  the  opinion  of  the  Civil  Service  Commiss- 
ion. 

COMPENSATION. 

Range  of  annual  compensation  $1440  to  $1680. 

Salary  rates  $1440,  $1560,  $1680.  •• 


CHIEF  BUILDING  INSPECTOR 

DUTIES 

duties  of  Chief  Building  Inspector  which  are  to  a 
great  degree  supervisory,  are  to  be  responsible  for 
all  inspection  of  the  work  on  construction,  alterations 
or  maintenance  of  buildings  and  other  structures  as 
to  authorization,  material,  compliance  with  building 
code  and  with  health  and  safety  principles,  to  cause 
to  be  made  surveys  of  old  buildings  or  buildings 
thot  to  be  unsafe,  etc.,  as  to  fitness  for  use. 

QUALIFICATIONS: 

If  by  promotion,  at  least  three  years  experience  as 

Building  Inspector,  Building  Inspector  (Plumbing  and 
Sanitation)  or  Building  Inspector  (Electrical.  If  by 
. open  competitive  examination  not  less  than  five  years 
experience  as  architect  or  engineer. 

COMPENSATION. 

Range  of  annual  compensation  $1800  to  $2700. 

Salary  rates  $1800,  $1980,  $2160,  $2340,  $2520,  $2700. 


HEALTH  INSPECTOR 
HEALTH  INSPECTOR 


SANITATION) 
POOD ) . 


IS. 


DUTIES 

health  inspector  (sanitation) 

The  duties  of  Health  Inspector  (Sanitation)  arc  to  make 
routine  inspections  and  to  investigate  complaints 
relative  to  the  sanitation  of  dwellings,  stables, 
factories,  v/orkshops,  stores,  mercantile  establishments 
lodging  houses,  bath  houses  and  other  buildings  or 
places,  and  to  report,  prevent,  cure  and  abate  such 
conditions  or  practices  as  may  be  dangerous  to  public 
health  or  in  violation  of  the  laws  of  the  state  of 
Ohio  and  the  ordinances  of  the  City  of  Akron,  or  the 
regulations  of  the  Department  of  Health. 

HEALTH  INSPECTOR ( FOOD ) 

The  duties  of  Health  Inspector  (Pood)  are  to  make  routine 
inspection  of  foods,  7/hole  sale  and  retail  food 
establishments,  food  manufacturing  plants  and  slaughter 
houses,  to  procure  samples  of  food  for  analysis,  to 
investigate  complaints  relative  to  the  production, 
manufacture,  storage,  handling  and  sale  of  foodstuffs 
and  to  report,  prevent,  correct  and  abate  such 
conditions  and  practices  as  may  be  dangerous  to  public 
health  or  in  violation  of  the  laws  of  the  State  of 
Ohio,  the  ordinances  of  the  City  of  Akron,  or  the 
regulations  of  the  Department  of  Health. 

QUALIFICATIONS 

HEALTH  INSPECTOR  (SANITARY) 

Training  and  experience  in  sanitary  science  and  public 
health. 

HEALTH  INSPECTOR  (FOOD) 

Training  and  experience  in  the  inspection  of  the  whole- 
someness of  foods  and  preparation  of  same,  and  the 
operation  of  hotel  kitchens,  restaurants  and  bakeries. 

COMPENSATION. 

Range  of  annual  compensation  $900  to  $1500. 

Salary  rates  $900,  $960,  $1020,  $1080,  $1140,  $1200, 

$1260,  $1380,  $1500. 


17 


INSPECTOR  OF  METERS. 

DUTIES 

Th~  duties  of  the!  Inspector  of  Meters  are  to  read,  test, 
set  and  report  on  conditions  of  water  meters  and  their 
installation,  to  make  surveys  of  buildings,  for  water 
installations,  to  be  in  attendance  when  connections 
are  made  betv/een  city  and  service  mains  and  between 
city  mains  and  buildings,  and  to  locate  and  prevent 
leaks  and  waste  of  water* 

QUALIFICATION 


Experience  as  general  mechanic,  ability  to  read  meters 
quickly  and  correctly  and  highly  developed  powers  of 
observation. 


COMPENSATION 


Range  cf  annual  compensation  $900  to  $>1200 

Salary  rates  $90G,  $960,  $1020,  $1080,  $1140,  $1200. 


CHIEF  INSPECTOR  OF  METERS . 


DUTIES 


The  duties  of  Chief  Inspector  of  Meters  are  to  supervise 
a group  of  inspectors  of  meters  and  to  perform 
independently  the  most  difficult  and  responsible 
inspections . 

QUALIFICATIONS. 

The  minimum  for  Inspector  of  Meters.  If  by  promotion, 
not  less  than  two  years  experience  as  inspector  of 
meters.  If  by  open  competitive  examination,  not 
less  than  three  years  experience  in  a similar  position 
or  such  experience  a.s  the  Civil  Service  Commission 
may  deem  its  equivalent. 

COMPENSATION 

Range  of  annual  compensation,  $1320  to  $1800. 

Salary  rates  $1320,  $1440,  $1560,  $1680,  $1800. 


IS 


INSPECTOR  OP 
INSPECTOR  OP 
INSPECTOR  OP 
INSPECTOR  OP 


PUBLIC  WORKS 
PUBLIC  WORKS 
PUBLIC  WORKS 
PUBLIC  WORKS 


HIGHWAYS) 
SEWERS ) 
WATER  HA INS ) 


DUTIES 


INSPECTOR  OP  PUBLIC  WORKS. 


The  duties  of  Inspector  of  Public  Works  which  require  a 
general  knowledge  of  all  the  specialized  inspections 
above  mentioned  are  to  perform  under  assignment  general 
inspectional  and  utility  work,  covering  the  whole 
field  of  public  works,  excepting  meters  and  v/ater 
consumption. 

INSPECTOR  OP  PUBLIC  WORKS , (HIGHWAYS ) 

The  duties  of  Inspector  of  Public  Works  (Highways)  are  to 
be  in  attendance  at  the  construction  or  maintenance 
7/0 rk  on  high.wa.ys  in  order  to  insure  its  performance  in 
accordance  with  contract  specifications  or  orders,  to 
examine  materials  delivered  on  site  of  v/ork  and  to 
report  on  pedestrian  and  vehicular  traffic  acid  to  make 
a daily  detailed  report  as  to  the  labor  and  materials 
used  under  his  supervision. 

INSPECTOR  OP  PUBLIC  WORKS  ( SEWERS ) 

The  duties  of  Inspector  of  Public  Works  (Sewers)  are  to 
be  in  attendance  on  construction  or  maintenance  v/ork 
on  sewers,  and  appurtenances  in  order  to  insure  its 
performance  in  accordance  with  contract  specifications 
or  orders,  to  examine  materials  delivered  on  site  of 
v/ork,  to  exercise  control  over  street  openings,  location 
and  construction  of  sub-surface  structures  and  proper 
restoration  of  pavements  and  to  make  a daily  detailed 
report' as  to  the  labor  and  material  used  under  his 
supervision. 

INSPECTOR  OP  PUBLIC  WORKS  (WATER  MAINS ) 

The  duties  of  Inspector  of  Public  Works  (Water  Mains)  are 
to  be  in  attendance  on  construction  or  maintenance 
work  on  water  mains  in  order  tc  insure  its  performance 
in  accordance  with  contract  specifications  or  orders, 
to  examine  materials  delivered  on  site  of  work,  to 
ey^ercise  control  over  street  openings,  location  and 
construction  of  sub- surface  structures  and  to  make  a 
daily  detailed  report  of  labor  and  material  used  under 
hi s sup  e rv i s i on  . 


QUALIFICATIONS . 

Training,  either  educational  or  practical  in  specialized 
or  general  public  v/orks  or  other  experience  v/hich 
the  Civil  Service  Commission  may  deem  its  equivalent. 


> 


19 


COMPENSATION 

Range  of  annual  compensation  $12 00  to  $1680. 
Salary  rates  $1200,  $1320,  $1440,  $1560,  $1680. 


FORCE  MAIN  PATROLMAN. 

DUTIES 

The  duties  of  Force  Main  Patrolman  are  the  daily  inspection 
of  the  ’whole  or  a part  of  a force  main  leading  into 
the  city.  Detection  of  any  defection  in  the  -working 
of  valves,  the  keeping  of  drains  open  and  making  general 
repairs  along  mains. 

QUALIFICATIONS 

Training  and  experience  in  pipe  7/0 rk  and  general  knowledge 
of  'water  supply  conditions* 


COMPENSATION 


Range  of  annual  compensation  $900  to  $1260. 

Salary  rates  $900,  $960,  $1020,  $1080,  $1140,  $1200,  $1250. 


WATER  SITED  INSPECTOR. 


DUTIES 

The  duties  of  the  Water  Shed  Inspector  include  the 

supervision  of  laborers  or  other  employes  around  the 
water  shed  and  distribution  reservoir,  reporting 
elevation  of  water  in  reservoirs  and  making  daily 
inspection  of  reservoirs  and  all  pipes  and  valves 
connected  thereto  and  the  reporting  and  repairing 
any  defects  or  breaks. 

QUALIFICATIONS. 

General  knowledge  of  pipe  work  and  ability  to  handle 
gangs  on  repair  -work. 

COMPENSATION 

Range  of  annual  compensation  sj>900  to  $1260.  • 

Salary  rates  $900,  $950,  $1020,  $1080,  $1140,  $1200,  $1250. 


20 


INSTITUTIONAL  SERVICE. 
HOSPITAL  HELPER . 


DUTIES 

The  ^dirties  of  hospital  helper  are  to  perform  responsible 
domestic  or  other  manual  v/ork  incident  to  the  main- 
tenance of  city  hospitals  or  charitable  institutions* 


QUALIFICATIONS 


Evidence  of  ability  to  do  the  work  above  prescribed* 
CCMPEN  S A T I Oil 

Range  of  annual  compensation  $240  to  $350* 

Salary  rates  $240,  $270,  $300,  $330,  $360. 


HOSPITAL  ATTENDANTS 


DUTIES 

The  duties  of  Hospital  Attendant,  7/hich  require  considerable 
experience  and  skill  in  practical  nursing  but  no 
professional  training,  are  to  perform  under  profession- 
al supervision  those  duties  not  requiring  registration 
as  a graduate  nurse  v/hich  are  incident  to  the  nursing, 
care  and  comfort  of  patients  or  inmates  in  city 
hospitals,  clinics  or  charitable  institutions. 

QUALIFICATIONS 

Some  experience  in  elementary  nursing  and  evidence  of 
ability  to  do  the  7/ork  above  prescribed. 

COMPENSATION. 

Range  of  annual  compensation  $600  to  $900. 

Salary  rates  $600,  $660,  $720,  $780,  $840,  $900. 


I 


) 


21 


HOUSEKEEPER. 

DUTIES 

The  duties  of  Housekeeper,  ";hich  may  be  supervisory  in 
. character  are  to  requisition  and  receipt  for  all 

necessary  kitchen  supplies,  to  prepare  for  immediate 
or  future  table  use  all  varieties  of  food  and 
beragc-s  and  to  supervise  and  assist  in  the  general 
house  cleaning. 

QUALIFICATIONS 

Ability  to  order  and  prepare  food  for  the  table  and  to 
supervise  the  77ork  of  hospital  helpers. 

COMPENSATION 

Range  of  annual  compensation  $600  to  $900. 

Salary  rates  $600,  $660,  $720,  $780,  $840,  $900; 


CLERICAL  SERVICE. 


22 


JUNIOR  CLERK. 


DUTIES 

The  duties  of  a Junior  Clerk  are  to  perform  no  . under 
supervision  the  simple  kinds  of  office  work. 

Examples . 

Addressing 

Hailing 

Indexing, 

Ordinary  filing 
Keeping;  office  in  order 
Running  errands 
Receiving  visitors 
Distributing  mail  and 
Operating  telephone  switchboard. 

qualifications 

Completion  of  a course  of  study  in  public  schools  or 

experience  which  in  the  opinion  cf  the  Civil  Service 
Commission  is  its  equivalent. 

COMPENSATION 

Range  of  annual  compensation  (>420,  to  $600. 

Salary  rates  $420,  $480,  $540,  $600. 


ASST  ST;, NT 


CLERK. 


DUTIES 

The  duties  of  the  Assistant  Clerk,  which  may  involve  the 
supervision  of  Junior  Clerks,  are  to  perform 
prescribed  routine  clerical  work. 

Examples . 


Keeping  ordinary  card  indexes 

Making  out  and  tabulating  daily,  weekly,  and  monthly 
reports,  simple  charts  and  statistics. 

Registering  and  verifying  extensions  and  invoices 

Writing, registering  and  scheduling  vouchers 

Filing  cf  correspondence , tracings,  maps,  etc. 

Operating  tabulating  machines,  adding  and  scheduling 
machines  and  addressographs . 

V7ritin&  notices  ;mi  permits  on  prepared  forms 

A c t ng  as  i nf  o rm<- 1 i c n c 1 e rk . 

Keeping  important  official  records 

Copying  and  compiling  cos*;-  accounts  records  under 

supervision 

Filing  and  keeping  in  custody  important  papers  and  r 


rec: 


23. 


Issuing  permits  and  notices  according  to  prescribed 
:• regulations. 

Maxing  up  and  verifying  payrolls 
Keeping  cost  recor  of  mechanics  v/ork. 

QUALIFICATIONS 

The  minimum  for  Junior  Clerk.  If  by  promotion,  not  less 
than  one  year  as  Junior  Clerk.  If  by  open  competitive 
examination  not  less  than  two  years  experience  in 
clerical  work  or  experience  which  the  Civil  Service 
Commission  may  deem  its  equivalent. 

COMPENSATION 

Range  of  annual  compensation  £>720  to  £>1200. 

Salary  rates  0720,  0780,  0840,  0900,  0960,  &1020, 

01080,  01140,  01200. 


CLERK . 


DUTIES 


The  duties*-  of  Clerks  are  to  exercise  continuing  judgment 
and  responsibility  either  in  independent  v/ork  or 
.in  supervision  of  other  employes. 


Examples 


Compiling  data  for  departmental  reports. 

Compiling  important  statistical  tobies 

Preparing  specifications,  requests,  orders  and  advice 
of  awards. 

Acting  as  a contract  clerk. 

Receiving  and  finally  disposing  of  routine  complaints 

Summarizing  reports. 

Making  difficult  computations  of  financial  or  cost 
statistics,  etc. 

Collecting  and  computing  important  data  for  budget 
estimates 

Preparing  contracts  according  to  prescribed  specif i- 
tion3 . 


Installing,  revising  t.nd  supervising  other  employes 
in  the  current  administration  of  complex  filing 
sy s z cm s . 

QUALIFICATIONS 

The  minimum  for  Assistant  Clerk . If  by  promotion,  net 
less  than  two .year:  as  assistant  clerk  . If  by  open 
competitive  cxe.min;  timi,  not  loss  than  three  years 
experience  in.  cl^i  ical  work  •:  r suck,  otk.^r  experience 
‘-®  tne  Civil  Service  Commi scion,  may  deem  its  equiva- 
lent . 


i 


24. 


COMPENSATION 

Range  cf  annual  compensation  $1320  to  (.1-30 
Salary  rates  $1320,  $1440,  $1560,  $1580. 


CHIEF  CLERK. 

DUTIES 

Thu  antics  of  the  Chief  Clerk,  which  require  a high 
degree  of  clerical  knowledge  and  administrative 
ability,  are  to  assume  complete  responsibility  for 
the  clerical  work  of  an  entire  department. 


QUALIFICATIONS 

Minimum  as  prescribed  for  Clerk.  If  by  promotion,  not 
less  than  tv/o  years  experience  as  Clerk.  If  by 
open  competitive  examination,  not  less  than  five 
years  experience  as  clerk,  two  of  which  must  have 
been  in  executive  capacity. 


COTIrUT  NATION 


Range  of  annual  compensation 


Salary  rates  ^1800,  ^1920,  $2040 , 


$1300  to 
$22: 


$2400. 

:o,  $2400, 


BOOKKEEPER . 

DUTIES 

The  duties  of  the  Bookkeeper  are  to  keep  general  ledgers 
and  controlling  accounts,  tricing  trial  balances  of 
general  ledgers,  comparing  and  reconciling  subsidiary 
ledger  balances  ;vj th  controlling  accounts,  determin- 
ing accounts  to  which  orders  and  vouchers  arc  to  be 
charged  and  preparing  special  financial  statements 
of  reports. 

Q,UAL  I P I CA  TICE  3 

Completion  of  the  course  in  bookkeeping  in  a recognized 
business  school  or  experience  equivalent  in  the 
opinion  of  the  Civil  Service  Commission.  If  by 
promotion  at  least  tuo  years  as  Assistant  Clerk. 

If  by  open  competitive  examination,  at  least  three 
years  practical  experience  in  office  work. 

COMPEMSaTICE 

Range  of  annual  compensation  $1200  to  $1620. 

.Salary  rates  $1200,  $1320,  v1440,  ,,1550 , $1520. 


25. 


CaSHIER. 

DUTIES 

The  duties  of  Cashier  arc  to  collect,  receive  or 

disburse  and  to  account  for  moneys  due  to  or  from 
the  city  and  to  perform  other  assigned  clerical  work. 

QUALIFICATIONS 

Minimum  as  prescribed  for  Assistant  Clerk.  If  by  promotion 
not  less  than  two  years  as  Assistant  Clerk  and  if  by 
open  competitive  examination,  not  less  than  three 
yc;.rs  appropriate  experience  in  clerical  lines. 

COMPENSATION 

Range  of  annual  compensation,  &1260  to  §1620 

Sal  ry  rates  01250,  01380,  §1500,  01620. 


PURCHASING  aGENT  . 

DUTIES 

The  duties  of  the  Purchasing  Agent  are  to  c^rry  on  the 

purchasing  of- large  quantities  of  supplies,  materials 
and  equipment,  to  propa.ro  contracts  for  supplies, 
materials  and  equipment,  to  supervise  the  delivery 
of  the  above  to  the  extent  of  e.sccrtaining  th. X 
deliveries  arc  made  promptly,  to  examine  and  approve 
invoices  and  to  keep  such  records  and  files  as  to 
provide  ail  information  connected  with  specification 
contracts,  prices,  routes,  methods,  and  rates  of 
t r an  spo  r t a t i g n . 

QUALIFICATIONS 

The  same  qualifications  as  prescribed  for  Chief  Clerk. 

If  by  promotion,  not  less  than  tv/o  years  as  Clerk 
and  if  by  open  competitive  examination,  not  less  than 
five  years  experience  at  least  tvro  years  of  which 
must  have  been  in  a capacity  similar  to  that  of 
purchasing  agent. 

COMPEL! SAT  I ON 

Range  of  annual  compensation  §1800  to  §2700. 

Salary  Rates  §1800,  §1980,  §2150,  §2549,  $2520,  §2700. 


26 


STEITC  GRAPHER . 

DUTIES 

The  duties  of  Stenographers,  which  may  or  may  not  involve 
supervision  of  small.  groups  of  stenographers  and 
Typists  are  to  perform  general  stenographic  and 
typewriting  work,  requiring  the  ability  to  take  and 
transcribe  technical,  scientific,  legal  or  other 
matter  recognised  as  difficult  dictation  and  perform 
incidental  clerical  work. 

Examples 

Disposing  of  important  correspondence,  reports  and  memoranda. 
Taking  notes  of  and  transcribing  legal  briefs,  opinions 
agreements  and  statements,  engineering  specifications 
and  technical  communications,  reports  and  papers. 

Q,UALXE  I CAT  I OITS 

Evidence  of  completion  of  a course  in  stenography  at  a 
business  school  of  recognised  standards. 

0 013PEITSAT 1 01! 

Hange  of  annual  compensation  $720  to  $1200. 

Salary  rates  $720,  $730,  $840,  $900,  $960,  $1020,  $1080, 
$1140,  $1200. 


TYPIST  (CChPUTIiiG) 

DUTIES 

The  duties  of  Typist  (Computing)  which  require  knowledge  of 
bookeeping  or  accounting  are  to  operate  typewriting 
and  computing  machines  used  in  the  city  service  to 
record  and  segregate  accounting  information. 


Examples 


Computing,  segregating  and  tabulating  special  account- 
ing data. 


QUALIFICATIONS 

Experience  in  the  operation  of  typewriting  and  tabulating 
machines  and  knowledge  of  modern  bookkeeping  methods. 
If  by  promotion,  two  years  experience  as  Stenographer. 
If  by  open  competitive  examination,  at  least  three 
years  experience  in  operating  typewriting  and  tabulat- 
ing machines. 

COftPEFSATICIV 


Range  of  annual  compensation  $900  to  $1440. 

Salary  rates,  $900,  $960,  $1020,  $1080,  $1140,  $1200,  $1320 
$1440. 


m 


27 


PRTRQL1IAF . 

DUTIES 

The  duties  of  Patrolmen  are  to  preserve  the  peace, 

protect  persons  and  property  an d obey  and  enforce 
all  ordinances  of  Council  ad  nil  criminal  laws  of 
the  st:  te  , .nd  United  States  and  to  perform  such  other 
duties  as  Council  by  ordinance  prescribes. 

Q,UAL  I El  Ca”  I CITS 
Physical 

Applicant  must  not  be  less  than  5 feet  0 inches  in 

height  and  must  not  weigh  less  than  150  pounds  and 
must  be  physically  sound. 

Educational 

Applicant  must  have  at  least  ..  common  school  education 
or  such  other  educational  qualifications  as  the 
Civil  Service  Commission  may  deem  its  equivalent. 

CGHPEFSaTIor. 

Etx.Sc  u-f.l  compensation  hi 02 0 to  01250. 

Salary  rates  Nj>102C,  01080,  01140,  $1200,  01260. 


ss; toiir.'jT  or  police 


niiv — ’c 

XJ  U J.  a. 

of  Police  are  to  direct  and  be 
work  of  a group  of  patrolmen. 

OTT  ■ “ 1 'T  ^ Dy  ( ,*  f c 

J.  — J.  »-  J.  aJ 

The  minimum  of  patrolman  and  at  least  three  years  exper- 
ience as  patrolman. 

CI0MPE1MSA-TI0U 

Range  of  annual  compensation ,$1520  to  01500. 

Salary  rates  01320 ,* 01380,  01440,  01500. 


The  duties  cf  Sergeants 
responsible  for  the 


28 


DETECTIVE. 


DUTIES 


Tlie 


dutier-  of  Detectives  are  to  perform  the  most  difficult 
form  '■'f  police  work  necessary  to  the  detection  ci 
crime  ,.nd  the  apprehension  of  criminals. 


Q,UaL  IPI  CAT  I Oi“S 

The  minimum  of  patrolmen  and  at  least  three  years  as 
patrolman . 


COUP  E1ISATI  CiT 

flange  of  annual  compensation  81320,  to  81500. 
Salary -rates  81520,  81380,  (>1440,  &1500, 


CaPTaIK  CP  POLICE. 


DUTIES 


The  duties  of  Captain  of  Police  -which  are  to  a grea^ 
extent  supervisory  in  character  are  to  direct  and 
be  responsible  for  the  -work  of  large  groups  of 
sergeants  and  patrolmen, 

qualiei Caucus . . , , . ^ + 

Minimum  of  Sergeant  and  Detective  ana  a:  xeast  two  years 
experience  as  sergeant  or  detective, 

COMPEUSaTICH. 

Range  of  annual  compensation  (>1560  tc  818C0. 

Salary  rates  (>1550,  (>1580,  81800. 


CHIEE  CF  POLICE. 

DU^I2S 

The  duties  of  Chief  of  Police,  “which  are  supervisory  in 
character,  requiring  a great  amount  of  executive 
ability  are  to  be  responsible  for  the .worn  o~  ^he 
entire  nolice  department  and  the  stationing  and  trans- 
fer of  all  pat rolmen an d other  officers  and  employes  m 
the  department. 

Captain.  At  least  t*o  years  experience  as 
Captain  or  at  least  1C  years  experience  m police  voU. 


CO!  IPxsn  &aT  I Or  ^ annual  compensation  12100  tc  (>3000. 

Salary  Rate  (,>2100,  (>2280,  (>2450,  (>2640,  s>2o2o,  v3000, 


29 


FI HE  SERVICE, 
riRSiLJf. 


DUTIES 


The  duties 
of  the 
duties 


of  Firemen  are  to  protect  the  lives  and  property 
people  in  case  of  fire  and  to  perform  such  other 
as  C ouncil  may  by  ordinance  prescribe. 


i^UAL  I F I CAT  I OPTS 


Physical 

The  applicant  must  not  be  less  than  5 feet  7 inches  in 
height  and  not  less  than  14C  pounds  in  weight  and 
must  be  physically  sound. 


Educational 


At  least  a common  school  education  or  such  other  education- 
al equivalent  as  the  Civil  Service  Commission  may 
deem  its  equivalent. 


C 01 IPETT  3AT I CIT 


Range  of  annual  comp en sat 
Salary  rates  A 1020,  $1080 


icn  $1020  to  S12S0. 

. $1140,  $1200,  $1250 


LIEUTEFaHT 


DUTIES 


The  duties  of  Lieutenants  are  to  be  responsible  under 

the  Captain  for  the  7/ork  of  a group  of  firemen  and  to 
be  responsible  for  apparatus,  machinery  and  supplies 
furnished  by  the  city. 

qualifications 


Minimum  of  fireman  and  at  least  3 years  experience  as 
Fireman. 


C 0LIPE1 T S A ! I Oil 

Range  of  annual  compensation  $1320,  tc  $1500. 
Salary  rates  $1320,  $1330,  $1500. 


. 


so. 


EUGIIFTM^T. 

DUTIES 

The  duties  of  Engineman  are  to  operate  steam  fire  engine? 
at  fires  and  to  be  responsible  for  the  condition  of 
the  fire  engines. 

, i , " r 

&JAT.I PI  CATIONS 

Minimum  of  Pi reman  and  at  least  three  years  experience 
as  Fireman. 

C OMPSl'T SAT  I OH 

Range  of  annual  compensation  $1260,  to  $1440. 

Salary  rates  $1260,  $1320,  $1440. 


CAPTAIN, 


DUTIES 

The  duties  of  Captains  are  to  be  responsible  for  the  work 
of  a group  of  firemen,  engineers  and  lieutenants  and 
to  be  responsible  for  apparatus,  machinery,  buildings 
and  supplies  furnished  by  the  city. 

QUaLI  FI  CAT  1 0IT S 

Minimum  of  Lieutenant  or  Engineman  and  at  least  two  years 
experience  as  Lieutenant  or  Engineman. 

GCMPEMSATI ON 

Range  of  annual  compensation  $1550  to  $1800. 

Salary  rates  $1560,  $1680,  $1600. 


CHIEF  OF  FIRE  DEPARTI  EFT. 

DUTIES 

The  duties  of  Fire  Chief,  which  are  supervisory  in 
character  requiring  great  executive  ability,  are 
to  supervise  and  be  responsible  for  the  work  of  the 
entire  fire  department  and  to  be  responsible  for 
all  apparatus  machinery,  supplies  and  materials 
furnished  the  fire  department  by  the  city. 


31 


QUALIFICATIONS 

Minimum  of  Captain  and  at  least  tv;o  years  as  Captain  or 
10  years  experience  in  fire  departments. 

COMPENSATION 

Range  of  annual  compensation  $2100  to  $3000. 

Salary  rates  $2100,  $2260,  $2460,  $2640,  $2820,  $3000. 


LINEMAN . 

DUTIES 

The  duties  of  Lineman  are  to  keep  in  constant  repair  the 
police  and  fire  alarm  system  in  the  city,  to  erect 
and  remove  poles  and  to  run  cables  and  wires  overhead 
or  underground  and  to  inspect  and  keep  in  constant 
repair  all  fire  hydrants.. 


QUALIFICATIONS 

Evidence  of  service  as  an  apprentice  as  Lineman  and  such 

additional  qualifications  as  the  Civil  Service  Commiss- 
ion may  require. 

COMPENSATION  > 

-Range  of  annual  compensation  $1200  to  $1440. 

Salary  rates  5^1200,  $1260,  $1320,  $1300,  $1440. 


SUPERINTENDENT  ON  POLICE AND  EIRE  SIGNaL  SYSTEM. 


DUTIES 


The  duties  of  the  Superintendent  of  Police  and  Eire  Signal 
System  which  are  supervisory  in  character,  are  to 
direct,  supervise  and  be  responsible  for  the  maintenanc 
repair  and  operation  of  the  Police  and  Fire  Signal 
System  of  the  entire  city  and  to  supervise  the  in- 
spection and  repair  of  all  fire  hydrants. 


QUALIFICATIONS 

Minimum  of  Lineman.  If  by  promotion,  at  least  two 
experience  e„s  Lineman.  If  by  open  competitive 
examination  at  least  three  years  appropriation 


years 
■5W  -a 

e*  pen  bn 


COMPENSATION 


Range  o 
Salary 


f annual  compensation  $150C 
rates  $1500,  $1550,  $168^,^ 


vto  1CC0. 
EJ5S0-.  hl80W. 


32 


MECHANIC-. 

DUTIES. 

The  duties  of  Mechanic  are  to  keep  in  constant  repair, 
under  the • supervision  of  the  Superintendent  of 
Machinery,  all  apparatus,  machinery  and  equipment 
used  by  the  fire  department. 

QUALIFICATIONS 

Evidence  of  completion  of  service  of  an  apprenticeship 
as  mechanic  i nd  such  add i tonal  experience  as  the 
Civil  Service  Commission  may  require. 

COITEiTSATIOl'T 

Ranee  of  annual  compensation  $1200  to  $1440. 

Salary  rates  $1200,  $1250,  $1320,  $1380,  $1440. 


SUPER  I NTEUDENT  CF  , ACHINERY. 

DUTIES 

The  duties  of  the  Superintendent  of  Macho. nery  are  to 
direct  and  supervise  and  be  responsible  for  the 
work  of  repairing  the  fire  apparatus,  machinery 
and  equipment  and  to  make  inspection  of  apparatus 
machinery  and  equipment  furnished  the  fire  depart- 
ment. 

QUALIFICATIONS 

Minimum  of  Mechanic.  If  by  promotion,  at  least  two 

years  as  Mechanic.  If  by  open  competitive  examination 
at  least  three  years  experience  as  a mechanic. 

CCLTENSATI0N 

Range  of  annual  compensation  $1500  to  $1800. 

Salary  rates  $1500,  $1560,  $1680,  $1800. 


DUTIES 


FIRE  WARDEN 


The  duties  of  Fire  Warden  are  to  investigate  and  report 
on  the  c av. ' ~ , circumstances  and  origin  of  fires,  to 
examine  witnesses,  tc  report  on  violations  of  the 
lav/s  and  ordinances  relating  tc  fire  prevention,  to 
prepare  evidence  in  arson  cases: land  to  be  in 
attendance  at  court  at  the  time  of  trial. 


33 


QUALIFICATIONS 

Experience  in  investigating  work  for  a fire  insurance 
company  or  in  other  work  recognized  by  the  Civil 
Service  Commission  as  equivalent. 

COMPENSATION 

Range  of  annual  compensation  $1620,  to  $1860 
Salary  rates  $1620,  $1740,  $1860. 


> 


SKILLED  LABOR  SERVICE, 


FIREMAN . 

DUTIES 

The  duties  of  Fireman  are  to  maintain  proper  pressure  in 
boilers,  do  such  cleaning  and  painting  7/ork  as  is 
required  to  keep  boilers  and  boiler  rooms  in  proper 
condition,  to  see  that  the  proper  quantity  of  water  is 
pumped  into  the  boilers  and  to  perform  such  other 
related  work  as  may  be  assigned  by  the  engineman. 

QUALIFICATIONS 

Experience  in  firing  and  tending  boilers,  feed  pumps,  etc. 

COMPENSATION. 

Range  in  annual  compensation  $960  to  $1080. 

Salary  rates  $960,  $1020,  $1080. 


DUTIES 


OILER. 


The  duties  of  Oilers  are  to  oil  and  clean  machinery,  to 
clean  engine  rooms  and  to  perform  such  other  repair 
work  as  may  be  assigned  by  the  engineman. 

QUALIFICATIONS 

At  least  two  years  experience  at  oiling  and  cleaning 
machinery. 

COMPENSATION 

Range  of  annual  compensation  $960  to  $1080. 

Salary  rates  $960,  $1020,  $1080. 


ENGINEMAN . 

DUTIES 

The  duties  of  Engineman,  which  involve  supervision  of  fire- 
men or  laborers  are  to  operate  and  repair  boilers, 
engines  or  other  equipment  used  in  the  lighting  and 
heating  of  a building  or  in  the  development  of  power 
for  pumping  station. 


35 


QUALIFICATIONS 

A license  granted  by  the  State  cf  Ohio  to  work  as  a 
licensed  sanitary.'  engineer.  If  by  promotion  at 
least  two  years  experience  as  Oiler  or  Fireman. 

If  by  open  competitive  examination,  at  least  two 
years  experience  as  sanitary  engineer. 


COMPENSATION 

Range  of  annual  compensation  #1080  to  #1500. 
Salary  rates  #1080,  #1140,  #1200,  #1380,  #1500. 


CHIEF  ENGIHEMA.IT . 


DUTIES 


The  duties  of  Chief  Engineman,  which  involve  the  super- 
vision of  employes  are  to  supervise  and  be  responsible 
for  the  installation,  operation  and  maintenance  of 
boilers,  engines  and  other  equipment  used  in  the 
development  of  power  in  pumping  stations. 

QUALIFICATIONS 

A license  granted  by  the  State  of  Ohio  as  a licensed 
sanitary  engineer.  If  by  promotion,  at  least  two 
years  as  Engineman.  If  by  open  competitive  examination 
at  least  three  years  experience  as  stationery  engineer. 

COMPENSATION 

Range  of  annual  compensation  #1300  to  #2700. 

Salary  rates  #1800,  #1580,  #2160,  #2340,  #2520,  #2700. 


FILTER  HELPER. 


DUTIES 


The  duties  cf  Filter  Helper  are  to  assist  the  operator  in 
the  working  of  the  filters,  to  collect  water  samples 
and  to  clean  and  polish  chemical  apparatus  and 
gl  as  37/a  re . 


QUALIFICATIONS 

Evidence  of  a common  school  education.  Evidence  of  good 
character  and  reliability. 

COHPEN  SAT  I ON 

Range  of  annaul  compensation  #900  to  #1020. 

Salary  rates  #900,  #960,  #1020. 


. 


36 


FILTER  OPERATOR-, 


DUTIES 


The  duties  of  Filter  Operator  are  to  operate  the  filters 
and  chemical  apparatus  of  tthe  water  plant  and  to 
keep  records  of  the  operation  of  the  filters. 


QUALIFICATIONS 

The  minimum  of  Filter  Helper.  Jf  by  promotion,  at  least 
one  year  experience  as  Filter  Helper.  If  by  open 
competitive  examination,  at  least  two  years  exper- 
ience in  filter  operation  or  such  other  experience 
as  the  Civil  Service  8'cmmission  may  deem  its 
equivalent . 


COMPENSATION 

Range  of  annual  compensation  $1080,  to  $1200. 
Salary  rates  $1080,  £>1140,  §1200. 


DUTIES  CHARGING  UAH. 

The  duties  of  Charging  Men  are  to  charge  the  chemical 
tanks  and  to  keep  records  of  the  use  of  chemicals 
at  the  water  works. 


QUALIFICATIONS  • 

The  minimum  of  Filter  Helper.  If  by  promotion,  at  least 
one  year  experience  as  Filter  Helper.  If  by  open 
competitive  examination , at  least  two  years  experience 
in  filter  operation  or  such  other  experience  as  the 
Civil  Service  Commission  may  deem  its  equivalent. 

COMPENSATION 

Range  of  annual  compensation,  $1080  to  $1200 

Salary  rates  £>1080,  $1140,  $1200. 


I 


' 


37 


FOREMAN 

DUTIES 

The  duties  of  Foreman  are  to  supervise  and  be  responsible 
for  the  v/o rk  of  a gang  of  laborers  and  mechanics  and 
to  make  such  reports  of  location,  time  and  quantities 
of  men  and  materials  used  on  work  as  may  be  required. 

QUALIFICATIONS 

Evidence  of  at  least  two  years  experience  as  foreman  over 
a gang  of  laborers  or  mechanics.  If  by  promotion 
at  least  two  years  as  laborer  or  mechanic. 

COMPENSATION 

Range  of  annual  compensation  $900  to  $1320. 

Salary  rates  $900,  $960,  $1020,  $1080,  $1140,  $1200,  $1260 
$1320. 

The  per  diem  compensation  for  this  position  shall  be  the 
prevailing  local  rate  of  wages. 


FOREMAN  ( GENERAL ) 

DUTIES 

The  duties  of  Foreman  (General)  are  to  direct  and  be 
responsible  for  the  work  of  a number  of  gangs  of 
v laborers  under  the  supervision  cf  foreman  and  mechanic 

QUALIFICATIONS 

Evidence  of  ability  to  handle  men  and  to  supervise  work 
of  several  Foremen.  If  by  promotion,  not  less  than 
two  years  as  foreman.  _•  If  by  open  competitive 
examination,  not  less  than  three  years  experience  as 
general  foreman. 

COMPENSATION 

Range  of  annual  compensation  $1380,  to  $1680. 

Salary  rates  $1380,  $1500,  $1620,  $1680. 


38 


FOREMAN  ( STP3ET  CLEANING) 

DUTIES 

The  duties  of  Foreman  (street  Cleaning)  which  involve 

responsibility  for  all  the  work  of  a street  cleaning 
section  are  to  execute  definite  instructions  from 
the  street  cleaning  superintendent  relative  to  the 
supervision,  inspection  and  reporting  of  cleaning  of 
streets  and  the  collection  and  removal  of  dirt  and 
snoTv . 

s 

QUALIFICATIONS 

Evidence  of  at  least  two  years  experience  as  foreman  over 
a gang  of  laborers.  If  by  promotion,  at  least  one 
year  as  for ernan . 

COMPENSATION 

Range  of  annual  compensation  01320  to  01500. 

Salary  rates  $1320,  01380,  $1500. 

The  per  diem  compensation  for  this  position  shall  be  the 
prevailing  local  rate  of  wages. 


BLACKSMITH. 


DUTIES 


The  duties  of  a Blacksmith  are  to  perform  the  work  in 
repairing  machinery  and  apparatus  and  to  sharpen 
and  repair  tools  and  to  do  general  blacksmi thing. 

QUALIFICATIONS. 

Evidence  of  serving  cf  an  apprenticeship  as  Blacksmith 
and  ability  to  perform  the  work  described  above. 

COMPENSATION 

Range  of  annual  compensation  $960  to  01320. 

Salary  rates  0960,  01020,  01080,  OH40,  (?1200,  01320. 

The  per  diem  compensation  for  this  position  shall  be  the 
prevailing  local  rate  of  wates. 


v 


' 


BOILER  MAKER 


DUTIES 

The  duties  of  Boiler  Makers  are  to  make  repairs  to  station 
ery  boilers,  to  install  nev;  boilers,  to  make  plats 
and  shapes  of  articles  used  for  boilers,  to  examine 
boilers  and  ascertain  what  repairs  are  necessary, 
to  install  soft  patches  on  boilers  to  replace  or 
repair  boiler  tubes,  fire  boxes,  stay  bolts,  furnaces 
bars  and  boiler  braces  and  perform  such  other  work 
as  may  be  required  of  boiler  makers. 


QUALIFICATIONS 


Evidence  of  service  of  apprenticship  as  boiler  maker. 

COMPENSATION 


Range  of  annual  compensation  $960  to  $1320. 

Salary  rates  $560,  $1020,  $1000,  $1140,  $1200,  $1320. 
The  per  diem  compensation  of  this  position  shall  be 
the  prevailing  local  rate  of  wages. 


CAULKER r 

DUTIES 

The  duties  of  Caulker  are  tc  set,  cut  out,  fit  and 
repair  sections  of  mains,  hydrants,  gate  valves 
and  special  castings,  to  install  branch  connections 
and  to  run  with  lead  and  caulk  joints  in  all 
sizes  of  water  mains. 

QUALIFICATIONS 

Service  as  apprenticeship  as  Gaulker,  or  such  other 

qualifications  a se  the  Civil  Service  Commission  may 
require. 


COMPENSATION 

Range  of  annual  compensation  $960  to  $1080. 

Salary  rates  $960,  $1020,  $1080. 

The  per  diem  compensation  of  this  position  to  be  based 
on  prevailing  rate  of  wages. 


lacirm ST  (AUTOMOBILE^ 


40 


DUTIES 

The  duties  of  Machinist  (Automobile)  are  to  repair 
automobiles  including  the  overhauling  and  testing 
of  gears,  brakes  and  motors  and  the  assembling  or 
dismantling  of  automobiles  t.nd  to  make  general 
automobile  repairs* 

QUALIFICATIONS 

Evidence  of  serving  as  an  apprentice  machinist  of 

automobiles  and  evidence  of  ability  to  perform  the 
work  described  above* 


C0KPE1TSATI  OF  . 


Range  of  annual  compensation  §900  to  §1200.  • 

Salary  rates  §900,  § 960,  §1020,  §1080,  §1140,  §1000 

per  diem  compensation  of  this  position  shall  be  the 
prevailing  local  rate  of  wages. 


MOTOR  DHIVEK  (TRUCK) 


duties  of  'Motor  Dr ivers ,( Truck)  are  to  operate, 
to  make  minor  repairs,  and  adjustments  on,  to 
clean,  oil  and  maintain  in  good  running  condition, 
automobile  trucks, tc  load,  unload,  check  and  make 
records  of  supplies  received  and  delivered  , to 
keep  trip  records  of  speedometer  readings,  places 
visited,  tine  elapsing,  oil  and  gasoline  consumed 
and  detailed  expenses  incurred  in  repairs*. 

QUALIFICATIONS* 

/ 

License  issued  by  the  Secretary  of  State  of  Ohio  to 

operate  motor  vehicles.  Experience  in  operating  and 
repairing  motor  vehicle.^* 

COMPENSATION 

Range  of  annual  compensation  §930  to  §1200. 

Salary  rates  §960,  §1020,  §1080,  §1140,  §1200. 

The  per  diem  compensation  of  this  position  shall  be  the 
prevailing  rate  of  wages. 


The 


DUTIES 

The 


41 


pave: r. 

DUTIES 

The  duties  of  Pavers  are  to  lay  pavement;  to  keep  the 
course  of  stone  cr  wood  ’blocks  even  and  straight; 
to  break  joints  properly  and  zo  make  closure; 
to  fit  pavement  around  manholes  and  water  gates;  to 
regulate  sand  cushions  to  the  required  crown  of  street 

QUALIFICATIONS . 

Service  as  apprentice  during  the  length  of  time  locally 
stipulated  by  the  respective  trade. 


COMPENSATION 

Range  of  annual  compensation  $900  to  $1200. 

Salary  rates  $960,  $1020,  $1080,  $1140,  $1200. 

The  per .diem  compensation  of  this  position  shall  be  the 
prevailing  local  rate  of  wages. 


TAPPER. 

DUTIES 

The  duties  of  Tappers,  which  require  a general  knowledge 
as  to  water  mains  and  their  pipe  connections  with 
premises,  are  to  insert  taps  in  city  mains,  to 
withdraw  old  or  abandoned  tups,  insert  plugs  in  their 
places,  to  take  correct  measurements  of  the  location 
of  taps  ana  plugs  and  report  thereon. 

QUALIFICATIONS 

Evidence  of  serving  an  apprenticeship  as  tapper. 

COMPENSATION 

Range  of  annual  compensation  $900  to  $1200. 

Salary  rates  $900,  $960,  $1020,  $1080,  $1140,  $1200. 

The  per  diem  compensation  of  this  position  shall  be 
the  prevailing  local  ro.te  of  wages* 


’ 


42 


HI  "SKILLED  LABOR . SERVICE , . 

CARETAKER, 

DUTIES 

The  duties  of  Caretaker  are  to  maintain,  clean  and  There 
required,  heat  buildings  ov/ned  or  controlled  by  the 
city  to  make  minor  repairs  to  heating,  electrical 
equipment  and  plumbing,  or  to  maintain,  heat,  clean 
or  make  minor  repairs  in  comfort  stations  and  other 
similar  structures  owned  or  controlled  by  the  city 
and  to  assist  and  keep  order  among  persons  visiting 
these  places. 

QUAD  I PI  CAT  I CITS 

Some  training  and  experience  as  a general  mechanic  and 

general  knowledge  of  heating,  plumbing  and  electrical 
equipment . 

C'OMPEI'TSATI  OH . 

Range  of  annual  compensation  $840  to  $1200. 

Salary  rates  $840,  $SOO,  $950,  $1020,  $1080,  $1140,  $1200. 


CLEANER . 


The  duties  of  Cl earner  are  to  sweep,  dust  and  polish  and 
to  perform  such  other  services  in  the  maintenance  of 
cleanliness,  in  public  buildings  as  may  be  assigned 
by  superiors. 

QUALIFICATIONS 

Evidence  of  ability  to  perform  the  work  above  described. 

C GKPEI-!  S A T I ON 

Range  of  annual  compensation  $480  to  $780. 

Salary  rates  $480,  $540,  $600,  $560,  $720,  $780. 

The  per  diem  compensation  of  this  position  shall  be  the 
prevailing  local  rates  of  wages. 


43 


Laborer 

Laborer  (coal  passer) 

laborer  (sewage  disposal  plant  operator) 

DUTIES 

The  duties  of  Laborers  are  to  perform  under  supervision 
manual  -work  in  the  construction  or  maintenance  of 
public  works  cr  other  work  requiring  little  skill 
or  training  ana  for  which  physical  strength  is  an 
essential  qualification. 

QUALIFICATIONS 


Evidence  of  ability  to  perform  the  work  above  described. 


COILPEITSATIGN 

P.anwe.  ~f  annual  compensation  $840  to  $560. 

Salary  rates  $340,  $900, $960. 

The  per  diem  compensation  in  this  position  shall  be  the 
prevailing  local  rate  of  wages. 


•LiTGEZl-Rh 

DUTIES 

The  duties  cf  a ’Waterman  which  racy  include  cleaning  or 
other  light  laboring  work  when  sc  directed  are  to 
exercise  care  in  the  protection  of  property  owned 
or  controlled  by  or  in  the  custody  of  the  city 
from  theft,  fire  or  other  injury,  or  danger. 


QUALIFICATIONS 

Evidence  cf  good  character  end  reliability. 


COMPENSATION 

Range  of  annual  compensation  $780,  $1080. 

Salary  rates  a78 0,  $840,  $200,  $960,  $1020,  $1040. 


« 


SXKIBIT  I 


UNCLASS I PIED  SERVICE 
ELECTIVE  OFFICERS 


TITLE 

UL  1 

LCD 

blJU,  o 

HIGH 

. 

111 

AVER. 

.a  ii 

PRES . 

E— W tv 
PRO* 
POSED 

President  of  Council 

1000 

! 

3 000 

1600 

3 00 

3 00 

Counci linen  (11) 

7 50 

2400 

1380 

250 

250 

Mayor 

3500 

10000 

6200 

3000 

4800 

Auditor 

2500 

6000 

4045 

2500 

3900  j 

Solicitor 

33  00  1 

“7500 

5027 

2900 

4200  • 

Judge  Police  Court 

2]  00 

5000  1 

3525 

1500 

2400 

Jusitices  (2) 

3500 

6000 

4233 

1500 

2400 

Treasurer 

2040 

5000 

4278 

1500 

2400 

Police  Court  Clerk 

1000 

3C00 

1935  1 

1200 

1200 

appointive  unclassified  . 


Service  Director 

3600 

9000 

i 5651 

2500 

4200 

Safety  Director 

.3630 

_J1Q.0  j 

• 5436 

1300 

24  00 

Health  Officer 

4292 

3 500 

3500 

Council  Clerk 

15  00 

5000 

' 2585 

1200 

1000 

Deputy  Auditor 

12  00 

..A..QQQ. 

-U.510. 

i.I5  30_ 

2u00 

Deputy  auditor 

1 080 

3 0 0 

1500 

1300 

Asst.  Solicitor 

1800 

5 000 

, 3525 

r2200 

2700 

Asst.  Solicitor 

1J12P 

3000 

1_2260 

1000 

1200 

Secy,  to  Solicitor 

840 

2500 

! 1487* 

1200 

1200 

Director  of  Charities 

1500 

5500 

I 3780 

600 

60cT 

C LASSIFIED  SERVICE . 


FOREIGN  CITIES 

A:. £ RON 

- . ----- 

TITLE 

LOW 

) 

HIGH  :AVER. 

iPROPOoEL  HVi 
PRESENT  ! RANGE 

l-Lj  • 

•pvTjimTm  TV*? 
V/  U JL  i.  V 


Supt.  of 

Public  Works 

1200 

3500 

2151 

1500 

; 1680-  21001 

Supt.  of 

Water  Works 

~5L>06 

6 COO 

3612 

33  00 

3 000  - 3900 . 

Supt.  of 

Garb . & Sewage 

1500 

3 000 

1893 

1800 

1680  - 2100 

Supt.  Ox 

Street  Cleaning 

935 

>>•> 

vjt 

o 

o 

..  - 

h 1837" " 

1800 

1500  - 2100 

PROFESSIONAL 


Bacteriologist 

1200 

lieu 

2237 

"24  00"' 

| 1800  - 2700 

Asst.  Chemist 

1200 

2100 

1580 

'2000 

1500  - 2100 j 

Qhemi  st 

14  00 

3600 

2302 

24  00 

216  0 - 2700 

Engineer  Assistant 

56  0 

1640 

912 

720  * 1020 

780  - 1020 

Junior  Engineer 

1140 

3000 

17  00 

1200  - 17  00 

1140  * 1640 • 

Assistant  Engineer 

~I2W 

ToocT 

2295  71200  rl7Du 

k~T3W“r~27W  1 

Engineer 

1800 

7200 

4239 

2700  • 3Q0Q 

3000-  3900  • 

Inst rumen tman 

9T3 

2200 

1346 

ro 

o 

o 

1200  - 1800 i 

Nurse-Pi  eld  Nurse 

730 

1030 

96“2~1 

900  * 960 

90o  -T08CT ; 

Senior  Field  Nurse 

600 

1300 

1132 

1200 

114  0 - 144  0; 

Chief  of  Nurses 

900 

1560 

1174 

1200 

1140  - 1440  , 

Director  of  Field  Nurses 

900 

2160 

1509 

W1650 

' 15  00-  23HJ0l 

Draftsman 

825 

1800 

1300 

1200  -1500!  1200  >1800' 

Epidemiclogi st 

1200 

27  00 

2040 

2500 

2100  -3000. 

Physician  (Field) 

1200 
— . ~ J 

2760 

1969 

— 

2000 

— - - — — -i.  --- 

1800  - 27  00  ; 

, . , m., --  I 

INVESTIGATIONAL 


Social  Investigator  j'  108Q  TIq 00  [ 1351~  [ 1080  " " j 900  - 1200  : 


INSPECTIONAL 


Ass*.  Bldg.  Inspector 

900 

1850  j 1390 

1200 

1266“- 1446 

. Lid  Z.ngp . ; P?_m. g .&  Sewer ) 

mr 

"T8BLT  j~I39D 

T260~  “ 

' 120(J~  14  4 G 

(Electrical ) 

1080 

1850  | 1359 

"1200 

1200  - 1440 i 

Lldg.  inspector 

* i 

1560  * 1580 i 

Bldfe.  Insp.  ..(.Plmg.  G Sewer) 

1500 

2000  j 1653 

1500 

1550  -1680* 

Bldg.  Inso.  (Elen+.rice.l ) 

720  1 

1920  j 1429 

1500 

1560  -16861 

Chief  Bldg.  Inspector 

1440 

3600  2676 

2000 

h 1800  - 27  55 

Health  Insp.  (Sanitary) 

300 

1800  ; 1220 

900  - 960 

900  -1500 

Health  Insp.  (Food) 

90S" 

1926  i 1384 

'1200  - 1550 

“9110  - 15  60  ! 

insp.  of  Meters 

960 

1200  ! 999 

840  - 1110 

900  - 1200 

Chief  Insp.  of  Meters 

975^ 

3.686  ! 1410 

1085  - 1500 

1320  - 1800 ' 

Insp.  of  Public  Works 

900 

1500  i 1221 

900  - 1500 

1200  - 168 C 

Insp.  of  Public  Highways 

900 

1500  1221 

1800  1500,  1200  - 1£&Q_. 

Insp.  of  Public  Sewers 

900 

15  00  , 1221 

900  - 1500;  1200  * 168.0., 

Insp.  of  Public  Wntermains 

. iPii 

1500T 1221 

900  - 1500 

1200  - IfiS.Q.. 

Force  Main  Patrolman 

850 

,1500  j 1068 

,114.0 

, ,_aQil-IEL2B0., 

Water  shed  Inspector 

800 

1080  j 1010 

1080 

900  - 126 C 

PROPOSED  TITLE 
~J2UQ§XX!2N. 


Hospital  Healper 


^Hospital  Attendant 
Housekeeper 


SUGGESTED 
SALARY  RANGE 


J3ANGE  | Rati? 


PRESENT  TITLE 
OF  POST TT ON 


I INSTITUTIONAL  SERVT  CE 


240-  360 


600-  9QQ 


600-  900 


300 


900 


Maid 


Nurse 


720 


Keeper 


Contag.Dis.Hosp 


Psr  y.C? 

~W0C 


720 


CLERICAL  SERVICE 


. 


< 


continued 


•:  FOREIGN  CITIES  A K R 0 N 


1 — 

PROP.  SAL. 

TITLE 

! LOW 

HIGH 

AVER. 

Present 

RANGE 

SKILLED  I^BOR 


Blacksmith 

j 93  5 

1258 

1171 

998 

960  - 1320 

Boilermaker 

■ 1080 

156'Cr 

1333 

114  0 

960  - 1320 

Caulker 

i 

Per  Hr.  40 

960  - 1080 

Machinist  (.vuto ) 

936 

1560 

1173 

960:1200 

7900  * 1200  ' 

Motor  Driver,  Truck 

S36 

1243 

IO08 

nl08(Pl243l960  - 1200 

Paver 

936 

1560 

1151 

1242 

900  - 12 uO 

Tapper 

936 

1440 

1099 

990*1080 

960  - 1200 

UNSKILLED  IABOR 


Cleaner  ...... 

360 

1080 

675 

480 

720  1480  - 780 

Laborer  per  Kr. 

.25 

.30 

.252 

.35 

1 84 .9  - 960 

'"tret)'  -vsmr 

Caretaker 

720 

1620 

910 

9W 

,7a  t Chilian 

6W 

900 

^ 780~ 

OoO  - 

~T?30  -1080 

In  cases  whore  employment  i 3 for  a short  time  only  the 
prevailing  local  rate  of  wages  for  skilled  and  unskilled  labor 
is  recommend.  The  annual  salary  for  these  positions  is  in- 
tended for  all  year  services  only. 


EXHIBIT  IL 


COMPARATIVE  TABLE  SHOWING  PRESENT  POSITIONS  AND  SALARIES  AND 
PRESENT  POSITIONS  AND  SALARIES. 


PROPOSED  TITLE 
OF  POSITION 


SUGGESTED 
SALARY 


PRESENT  TITLE 

RANGE  jJBMf. OIL  -EC&l TIQII 

mrmvrF  service. 


DEPARTMENT 


:*XT 

PRES-j 
ENT1  ; 

JMbtBLi 


Supt.  of  Pub. Works 


Supt.  of  Waterworks 
Supt  of  Garbage ~and 
Sewage  Disposal 


Supt  of  St. Cleaning 


1680-2100 


3000-3900 


1680-2100 


1500-2100 


1680 


3300 


1800 


19  2C 


Supt  of  Sewers  and 
Street  Repair 


Sunt. of  Waterworks 


Supt  of  Sew.Dispos 
Supt  of  Gar'o. Col 
Supt  of  " Red. 


Bur. of  St.Repr 
Rur.of  Sew.ReP.r_ 


’ Waterworks 

Sewage  Disposal" 
Garbage  Col. 

» Reduction 


Surt-af  Streets  ' I Civ. of  1800j. 


1500 

*3300 

1800 


PROFESSIONAL  SERVICE 


PROPOSED  TITLE 

SUGGESTED 
SALARY  RANGE 

| PRESENT  TITLE 

DEPART!®  NT 

PRES- 

ENT 

— OF  POSITION 

RANGE 

-.1.  rate 

J - OF  POSITION 

LOCATION 

SALARY  ‘ 

Nurse  Grou' 

Nurse 

Field  Nurse 
•• " • < .•  • < * • 

.4 

900-108C 

> .900 

900 
' 9 60 

J .Nurse.  (2)  

_[_Nurse  (7) 
i Nurse  (11) 

— Coxitag.Dis  Hasp 
Div.  of  Chi  Id  V.'elf 
» ii  ii  it 

...900 

900 

960 

i 

! 

senior  Field  Nurse 
uhief  of  Nurses 

1140- 144C 

1200 

1.2C0 

1 Supe rvis ing  Nu rse 
; Nurse 

J Div  of  Child  T7el 

j . 1200 
‘ l2'0Cr 
1 ’ 16*50’ 

2500 

+ 

1 

Director  of  Field  Nursql500-2i00 

1740 

} Super vis  ■if.g 

l Div! of ’Child  Fei 

-1 

Medical  Grout). 

Epidemiologist j2  ICO- 3000 

_ 2700  (Epidemiologist 

Bur.ofCommun.Dis 

1 

rnysician  ^Field 

11800*2700 

{ 2160 

j Surgeon 

Fire  & Po  llep  t~ 
Gnari ties  Div 

'TOGO'* 

-f 

• 

INVESTIGATIONAL  SERVICE. 

4- 

Social  Investigator 

J 

900-1200 

( 1140 

Asst.  Director 

Charity  Div. 

1080  I 

I NS  PEC T I ONAL  SERVICE . 

^&st.  Bldg.  Inspector 

1200-1440 

1200 

Asst.  Electrical 

Building  Insp. 

"T200  1 

1200 

" Building" 

n n 

" 1200 

I 

— r-r  - ... 

1200 

Asst.  Plumbing 

n ii 

"1200 

T 

Building  Inspector 

1440-1680 

1560 

Else.  Inspector 

Building  Insp 

1500 

T 

r 

1560 

Plumbing  " 

n n 

'1500  ' 

/hief  Bldg. Insp. 

.1800-2700 

.2160 

Chief  Bldg.Insp 

Building  Insp 

"2000 

ieaith  Inspector 
Sanitation 
Food 

i 

900-1500 

900 

Sani tary  ?o 1. ( 3 ) 

Health  San. Div 

■9OO 

1 

1200 

Dog  Catcher  (1) 

" i»  i i " "ii 

1200 

960 

Sanitary  Pol. (l) 

— f, ji--  Tr  “ 

'■'960' 

1500  I Dairy  &Food  Insp 

Health  Food  Insp 

"1500 

! 

-laQQ i^st, Dairy  & F " 

ii  ii  ti  | 

1200 

nspector  of  Meters 

i 

900-1200' 

900 

Heifer. 

V.V!.  Bur. of  Eng  I 

640 

i 

900 

» ■ rsr  ~ ■ 

ii  ii  ti  ii  ii  J 

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Meter  readers(3  ) 

VaterN.  Distrib.  j 

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1140 

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' 95v' 

1140 

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1080 

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1200 

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960 

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1200-1650 

1680 

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Engineering  Div 

1650  ! 

1200 

Inspectors  (2) 

Improved  Fate  rtf  | 

900 

1200 

" (XT 

ii  ii 

12  Oil 

it?A.  Mam  Patrolman 

900-1260 

1140 

Force  Main  Patrol.! 

Faterr.  Distrib  ! 

1140  ; 

^ter  Shed  inspector 

900-1260 

1020 

Reservoir  Tender 

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1020 



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Hospital  Helper 

224 

720 

408 

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Hospital  Attendant 

425 

780 

520 

900 

6 DO  * • 

Housekeeper 

300 

72  C 

. 527, 

840 

600  * 900 

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Junior  Clerk 

480 

1 2200 j 

420  - 60uj 

Assistant  Clerk 

& 

CO 

c 

2200  j 

~5TC  - 1500 

720  -1260' 

Clerk 

480 

2200'! 

1200  - 1500 

1320-1680 

Chief  Clerk 

1500 

3500 

2105 

1920 

1800  -2400 

Bookkeeper 

780 

1980 

1440 

1140 

1200-1620 

Cashier 

900 

1800 

1388 

1320 

1260  •1620' 

Purchasing  Agent 

-liLQQj 

4500 

2372 

18  00 

1800 -27001 

Stenographer 

520 

1600 

1066 

720  - 960 

720-1200 

Typist  ( Computing) 

r 900 

1380 

1140 

1200 

900  -1440 

POLICE 


Patrolmen 

900 

14  00 

1086 

1200 

1020  1260 

Sargeants 

1080 

17  50 

1350 

HUOQ 

1320  1500 

Detective 

1260 

1800 

1384 

1475 

1320-1500: 

Captain 

1380 

3000 

2007 

1600 

1560- 1800  j 

Qhief  of  police 

~2TTC0l 

-"sssr 

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FIRE 

Fireman 

780 

1400 

1014 

1200 

1020  -1260: 

Engirieman 

1140 

1650 

1333 

"”1320 

1260  -14407 

Lieutenant 

960 

1800 

1326 

1326 

1320-1500! 

Captain 

114  0 

2000 

1452 

1440 

15601800. 

Chief  of  Fire  Department 

2400 

4104 

3260 

2650 

2100  -3000, 

Lineman 

1020 

14  00  j 1175 

1525 

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Supt « ; o f cS  5 W v '•  S' v h<'t  • _ \ • 

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780 

1092 

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720 

1092 

921 

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1004 

1920 

1510 

iaao  - 1380 

1080' 1500: 

Chief  Enginman 

13  00 

2820 

2040 

2400 

1800 -27 OC, 

Filter  Helpers 

900 

96T 

930 

1020 

900  1 02’C  | 

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1080 

12XXr 

ffio 

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TCW  T2UC; 

Charging  Hen 

780 

900 

840 

1080 

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Foremam. 

873 

1920 

1244 

906  - 1200 

1200  -1320': 

Foreman,  General 

873 

1920 

1244 

144  0 

1380  163C; 

Foreman,  St.  Cleaning 

873 

1920 

1244 

1248 

1320  -1500. 

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FIRE  SERVICE 


Fireman 

1020-1260 

1020 

Cadets  (30) 

Fire  Dept. 

1020 

1200 

Firemen  (29) 

it  ii 

1200' 

Lieutenant 

1320-1500 

1380 

Lieutenant  (10) 

ti  ii 

1326 

Engine man 

1260-1440 

1320 

Asst.  Engine er( 4) 

ti  ii 

1260 

Engineers  (2) 

it  ii 

1320 

C..ptuin 

1550-1800 

1560 

Captains  (10) 

it  it 

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Chi  si  ox  Department 

2100-3000. 

2820 

Chief 

ti  n 

2650 

Lineman 

1200-1440 

1380 

Linemen  (2) 

ii  ii 

1320 

Supt.  of  Signal  Svs. 

1500-1800 

15001  Supt. 

ti  it 

1452  I 

Mechanic 

1200- 1440 

1380)  Mechanic 

»i  n 

1326  ; 

Supt.  of  Machinery 

1500-1800 

1500  i Sunt  of  Machinery 

ii  it 

1500  1 

1452*  1 

Fire  Warden 

1620-1860 

1620 1 Fire  Warden 

ii  n 

SKILLED  LABOR 


Fi reman 

960-1080 

1080 

Fireman 

Water  W.Pump. 

1080 

Oilers 

950-1080 

1080 

Oilers 

n ii  it 

1080 

Engine men 

1080-1500 

1080 

Asst.  Engineer 

it  ii  n 

1080 

1080 

ti  ii 

ii  it  n 

1080  i 

1080 

it  ii 

ii  tr  ii 

IQSO^j 

1360 

n it 

it  ii  it 

1380  ; 

1 13  80 

ii  it 

it  ii  ti 

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1380 

ii  ii 

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1380 

1380 

ii  it 

it  ii  it 

1380 

1380 

ii  it 

n n ii 

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Chief  Engine man 

1800-2700 

2520 

Chief  Engineer 

ii  it  ir 

2400 

Filter  Helper  • . - : L 

900- 1020 

1020 

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« " Filt. 

1020 

1020 

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1020 

1020 

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it  it  ii 

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lilter  Operator 

1080-1200 

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it  n it 

"“'1080 

1030 

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1080 

1080 

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11  II  11 

1QS0"  j 

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1080- 1200 

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~ ii  ii  ii 

1080 

1080 

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1080 

1080 

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1080 

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900-1320 

900 

Operator 

Sewage  Disposal 

900 

"T200  """ 

1200 

S Fc  reman 

Tater  XI.  Maint 

1200 

St.  Foremen 

it  it  ti 

1200 

Foreman  ( general) 

1380- 1680  ' 

1560 

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960-1320 

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1020 

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" CityY.&Dmp.  « " 

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960-1320 

1140 

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960-15801 

1020 

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; '$3.20< 
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Machinist  (Auto) 

• _ * • • 

900-1200 

960 

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12001 

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Water  XI.  Maint. 

960 

1080 

Motrr  Driver (Truck) 

. . 

960- 1200 

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PROPOSED  TITLE 
OF  POSITION 

SUGGESTED 
SALARY  RANGE 

PRESENT  TITTLE 
OF  POSITION 

DEPARTI^ENT 
LOCATION  . . . 

PRES-  i 
ENT 

SALARY  1 

RANGE 

RA^E 

Paver 

500-1200 

- 

Paver 

St.  Repair 

1 

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T«yyar 

960-1300 

1020 

1080 

Tapper 

WaterW. Outlay 

996  ] 

Tati  per 

n n — « — 

IU80  | 

UNSKILLED  LABOR 

Caretaker 

840-1200 

900 

Janitor  

WaterW.Pump, 

900 

900 

" 

900 

960 

tt 

Div.of  Markets 

960 

Cleaner 

480-780 

480 

Janitres ,C, S. 

Dir. of  Publ. Bldg 

480 

480 

Janitor  City  Hall 

it  ii  n ii 

480 

600 

ii  ii  ti 

II  II  11  H 

600 

720 

" Comfort  Sta 

IT  TI  II  II 

720 

7‘?0 

» City  Hall 

IT  II  II  tl 

720 

Labo  re  r 

840-960 

960 

Coal  Wheelers 

TTaterU.  Pump. 

960 

_£60  . 

ii  it 

ii  ii  ti 

960 

960 

it  ii 

IT  II  II 

960 

500 

Labo  re  r 

Sewage  Dispos.PerDaS52 .80 1 

900 

ii 

ii  ii  ii | ii  2.80 ! 

900 

1! 

n li  « j » 2„$0  j 

900 

t: 

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900  | « 

» n li  ii  2. 80 1 

Watchman 

7 SO- 1080 

900  jNightWatchraan  Oper. 

n ii  j 900 

JL — — 

TITLE 


PAGE. 


INDEX. 


Assistant  Building  Inspector  14 
Assistant  Building  Inspector , Plumb ing  & Sanita.  14 
Assistant  Building  Inspector,  Electrical  14 
A s s i s tant  Cltcmi  s t 3 
Assistant  Clerk  22 
Assistant  Engineer  6 
Bacteriologist  3 
Boilermaker  39 
Bookkeeper  24 
Building  Inspector  . 1 15 
Building  Inspector,  Electrical  15 
Building  Inspector,  Elunibing  and  sanitation  15 
Captain  (Eire  Department)  30 
Captain  of  Police  28 
Caretaker  42 
Cashier  25 
Caulker  39 
Charging  iian  36 
Chemist  4 
Chief  Building  Inspector  ' 15 
Chief  Clerk  24 
Chief  Engineman  35 
Chief  of  Eire  Department  ' 3 0 
Chief  Inspector  of  meters  17 
Chief  of  Nurses  10 
Chief  of  Police  28 
Cleaner  42 
Clerk  23 
Detective  28 
Director  of  El  eld  Nurses  11 
Draftsman  8 
Engineer  7 
Engineering  Assistant  5 
Engineman  34 
Engineman  (Eire  Department)  30 
Epidemiologist  12 
Field  Nurse  9 
Filter  Helper  35 
Fireman  ^ 34 
Fireman  (E  ire  Department)  29 
Fife  Ear den  32 
Force  Lain  Patrolman  19 
Foreman  _ 37 
Foreman  (General)  ^ 37 
Foreman  (Street  Cleaning)  37 
Health  Inspection  (Food)  IS 
Health  Inspector  (Sanitation)  16 
Hospital  Attendant  20 
Hospital  Helper  20 
Housekeeper  21 

Instrument  Han  3 


. . 


■ 


TITLE 


PAGE 


Inspector  of  Meters 

Inspector  of  Public  Works 

Inspector  of  Public  Works  (Highwrays) 

Inspector  of  Public  Works  (Sewers) 

Inspector  of  Public  Works(  Water  Mains) 

Junior  Clerk 
Junior  Engineer 
Laborer 

Laborer  (Coal  Passer) 

Laborer  (Sewage  Disposal  Plant  Operator) 
Lieutenant  (Fire  Department) 

Lineman 

Machinist  (Automobile ) 

Mechanic  (Fire  Department) 
lie  t o r Drive  r ( T ruck ) 

Purse 

Oiler 

Patrolman 

Paver- 

Physician  (Field) 

Purchasing  Agent 
Senior  Field  Nurse 
Sergeant  of  Police 
Social  Investigator 
Stenographer 

Superintendent  of  Machinery 

Superintendent  of  Police  & Fire  Signal  System 
Superintendent  of  Public  Works 
Superintendent;  of  Sewage  U Garbage  Disposeil 
Superintendent  of  Street  Cleaning 
Superintendent  of  Water  works 
Tapper 

Typist  (Computing 
Watchman 

Water  Shed  Inspector 


17 

18 

18 

18 

18 

22 

5 

43 

43 

43 

29 

31 

40 

32 

40 

9 

34 

27 

41 

12 

25 

10 

27 

13 

26 

32 

31 

1 

2 

o 

1 

41 

26 

43 

19 


